Our Policies

SUPERIOR HUMAN SERVICES, INC.

SUBJECT: Nondiscrimination in Services

TO: Patients/Clients/Residents/Parents

FROM: Joyce Niebauer, President/CEO

Admissions, the provisions of services, and referrals of clients shall be made without regard to race, color, religious creed, disability, ancestry, national origin (including limited English proficiency), age, or sex.

Program services shall be made accessible to eligible persons with disabilities through the most practical and economically feasible methods available. These methods include, but are not limited to, equipment redesign, the provision of aides, and the use of alternative service delivery locations. Structural modifications shall be considered only as a last resort among available methods.

Any individual/client/patient/student and/or their guardian who believes they have been discriminated against, may file a complaint of discrimination with:

Superior Human Services, Incorporated

Joyce Niebauer, President/CEO

4105 Crawford Ave. 

Northern Cambria, PA 15714

Department of Public Welfare

Bureau of Equal Opportunity

Room 223, Health and Welfare Building

PO Box 2675

Harrisburg, PA 17105

PA Human Relations Commission (Western Region)

301 Fifth Avenue

Suite 390, Piatt Place

Pittsburgh, PA 15222

PA Human Relations Commission (Central Region)

Harrisburg Regional Office

333Market Street – 8th Floor

Harrisburg, PA 17101

U. S. Department of Health and Human Services

Office for Civil Rights

Suite 372, Public Ledger Building

150 S. Independence Mall West

Philadelphia, PA 19106 – 9111

Superior Human Services, Incorporated

Non-Discrimination Policy Statement

Equal Employment Opportunity

An open and equitable personnel system will be established and maintained. Personnel policies, procedures and practices will be designated to prohibit discrimination on the basis of race, color, religious creed, disability, ancestry, national origin (including limited English proficiency), age, or sex.

Employment opportunity shall be provided for applicants with disabilities and reasonable accommodations shall be made to meet the physical or mental limitations of qualified applicants or employees, as long as it does not create a hardship for SHS, Incorporated.

Any employee who believes they have been discriminated against, may file a complaint of discrimination with any of the following:

Superior Human Services, Incorporated

Joyce Niebauer, President/CEO

4105 Crawford Ave. 

Northern Cambria, PA 15714

Department of Public Welfare

Bureau of Equal Opportunity

Room 223, Health and Welfare Building

PO Box 2675

Harrisburg, PA 17105

PA Human Relations Commission (Western Region)

301 Fifth Avenue

Suite 390, Piatt Place

Pittsburgh, PA 15222

PA Human Relations Commission (Central Region)

Harrisburg Regional Office

333Market Street – 8th Floor

Harrisburg, PA 17101

U. S. Department of Health and Human Services

Office for Civil Rights

Suite 372, Public Ledger Building

150 S. Independence Mall West

Philadelphia, PA 19106 – 9111

Drug Free Workplace:

Superior Human Services, Incorporated is committed to maintaining a drug–free workplace in compliance with applicable laws.  The unlawful possession, use, distribution, sale, or manufacture of controlled substances is prohibited while on any SHS property.  Violation of this policy may result in appropriate disciplinary action, up to and including termination.

The illegal use of controlled substances can seriously injure the health of fellow employees and/or individuals, adversely impair the performance of responsibilities, and endanger the safety and well–being of a fellow employees, individuals, and members of the general public.  Therefore, SHS urges employees engaged in the illegal use of controlled substances to seek professional advice and treatment.

SHS reserves the right to do random drug screens of the companies employees.  The urine, blood, and/or breath examination will be conducted by a qualified laboratory as determined by SHS.  Refusal to submit to a drug/alcohol test is considered a positive test and will result in the immediate termination of said employee.

Any violation of the drug–free workplace policy through a positive drug and/or alcohol test will be cause for discharge (for the purpose of this policy, a positive alcohol test is a blood alcohol concentration of 0.04%).  Those discharged for violations of this policy will be provided with information and support contacts for substance abuse counselors/professionals.

Equal Opportunity Employment:

Superior Human Services, Incorporated (SHS) is committed to the equal opportunity laws, which provide equal employment opportunity to all employees and applicants for employment as required by law, without regard to age, race, religion, sex, national origin, marital status, disability, mental or physical handicap, sexual orientation, gender identity, or any other basis protected by law.  Additionally, SHS is committed to ensuring that all employees enjoy a work environment that is free from all forms of unlawful harassment and intimidation.

This policy reflects the commitment of SHS compliance with the principles of equal employment regulations at all times.  All employment activities, including but not limited to, hiring, promotion, demotion, transfer, recruitment, advertising, layoff, discharge, rate of pay, employee benefits, selection for training and job assignments shall be conducted without unlawful regard to age, race, religion, sex, national origin, marital status, disability, mental or physical handicap, sexual orientation, gender identity, or any other basis protected by law.

Any employee or applicant for employment who believes that he or she has not been treated consistently with the equal opportunity employment policy or feels he or she has been subjected to any form of harassment is to contact the Superior Human Services, Incorporated President, Joyce Niebauer, who is the Equal Opportunity Employer Officer for Superior Human Services, Incorporated.

Sexual Harassment and/or Discrimination:

It is the policy of SHS to maintain an environment for employees that is free of sexual harassment, and all forms of sexual intimidation and exploitation.  All members of SHS should be aware that the organization does not tolerate any form of sexual harassment and is prepared to take action to prevent and correct such behavior.  Individuals who engage in such behavior are subject to discipline, up to and including termination.

Sexual harassment is an assault on a person’s privacy and integrity.  It can cause poor job performance, physical illness, fear of retaliation, anxiety, and loss of self – confidence.  Sexual-harassment also affects those exposed to the situation causing conflict in the workplace, a decline in morale, and a loss of respect for the responsible party.  Information concerning an allegation of sexual harassment will be handled as confidentially as possible.

Any employee or agent of SHS who receives a complaint of sexual harassment or who otherwise learned of the occurrence of sexual harassment has a responsibility to take prompt steps to report the situation and ensure that the matter is addressed.  The SHS EOE officer will investigate all complaints.

According to the EOEC, unwelcome sexual advances, requests for sexual favors, and/or verbal and/or physical conduct of a sexual nature constitute sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.  Sexual harassment can occur in a variety of circumstances, including but not limited to, the following:

• The victim as well as the harasser may be a woman or a man.  The victim does not have to be of the opposite sex.
• The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co–worker, or a non- employee.
• The victim does not have to be the person harassed, but could be anyone affected by the offensive conduct.
• Unlawful sexual harassment may occur without economic injury to or discharge of the victim.
• The harasser’s conduct must be unwelcome.

Superior Human Services, Incorporated will not tolerate any retaliation against any employee who reports, complains about, or participates in the investigation regarding a complaint of harassment, even if that complaint is ultimately determined to be unfounded.  Any such retaliatory conduct will result in disciplinary action, up to and including termination.  Any employee, however, who makes a false claim of sexual harassment with malice or reckless disregard for the truth, will also be subject to disciplinary action, up to and including termination.