About UCI :: EEO Policy


Equal Opportunity and Affirmative Action Policy

At Unique Comp, Inc., the treatment to all employees and applicants for employment without unlawful discrimination as to race, creed, color, national origin, sex, age, disability, marital status, sexual orientation or citizenship status in all employment decisions, including but not limited to recruitment, hiring, compensation, training and apprenticeship, promotion, upgrading, demotion, downgrading, transfer, lay-off and termination and all other terms and conditions of employment”.

UCI and its operations complies with required Equal Employment Opportunity regulations of NY City Executive Order No 50(1980) as amended (E.O.50), its implementing Rules (Rules), and Chapter 56 of the City Charter (Chapter 56)

The recruiting, hiring, training and promotion of persons in all job titles shall occur without regard to race, creed, color, religion, sex, national origin, age, disability, marital status, sexual orientation or citizenship status.UCI is an equal opportunity employer. In accordance with federal, state and local laws, we recruit, hire, promote, and evaluate all personnel without regard to race, color, religion, sex, age, national origin, physical or mental disability or veteran status.

Guidelines

Each UCI official has an important role in the employment process that includes keeping up to date on policies, procedures, and affirmative action commitments.  Records pertaining to employment decisions must be complete and accurate.

Recruitment
The phrase "Equal Opportunity - Affirmative Action Employer" is used in all Internet and other employment advertisements.  Media and organizational sources specializing in recruitment and referral of women, people of color, and individuals with disabilities will be provided copies of vacancy announcements as determined practicable and useful by UCI.

Hiring
Vacancies must be listed and available for referrals for five days before a hiring offer can be made. Decisions to hire individuals must be based on specified job-related criteria.  To fulfill this obligation, the hiring manager should solicit only information, which directly relates to an applicant's ability to perform the tasks of the position sought.  To ensure appropriate documentation is maintained the Self Audit Report (SAR) must be completed. 

Since most of employees are information technology specialists they are assigned to work at client's site. Based on client's requirements some of these employees will require going through drug testing and backgrounding check.

Compensation and Promotion:
Supervisors should make compensation decisions regarding staff on the basis of established pay procedures.  Variations in pay may be justified if based on education, experience, merit, or other legitimate documented factors. When a pay for performance system is utilized, to the extent possible, performance criteria should relate to objective standards and measurements, and be uniformly applied.

Discharge
Termination decisions are based upon objective criteria.  Performance deficiencies and other disciplinary action are administered according to established UCI policies. 

General
All employment actions will be handled in full compliance with UCI's Equal Opportunity and Affirmative Action Policy.  For specific guidance, please contact the HR manager.

   
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