Category: HR & Staff Policies
Applies to: All contractors, virtual assistants, staff, and administrators of CVA and Allied Assist Co.
Scope
This policy applies to all aspects of the contractor and employment relationship at CVA and Allied Assist Co., including recruitment, onboarding, task assignments, training, promotions, compensation, and termination.
Purpose
CVA and Allied Assist Co. are committed to providing a work environment that fosters fairness, inclusivity, and respect. Discrimination or harassment based on any legally protected characteristic is strictly prohibited.
Policy Guidelines
1. Equal Opportunity
All hiring, training, compensation, and advancement decisions are based on qualifications, skills, merit, and performance.
No individual will be treated less favorably because of race, color, religion, sex, national origin, disability, age, sexual orientation, gender identity, marital status, or any other protected status under applicable law.
2. Harassment-Free Environment
Any form of harassment, discrimination, or retaliation is prohibited. This includes inappropriate comments, offensive jokes, bullying, or exclusionary practices.
3. Accommodation
CVA and Allied Assist Co. will provide reasonable accommodations for individuals with disabilities, religious practices, or other protected needs where doing so does not impose undue hardship on the company or client services.
4. Reporting Concerns
Team members who believe they have experienced or witnessed discrimination or harassment should immediately report it to Management or HR. Reports will be investigated promptly, thoroughly, and confidentially.
5. Non-Retaliation
Retaliation against anyone who raises a concern, reports a violation, or participates in an investigation is strictly forbidden.
Responsibilities
All Contractors/Staff: Treat colleagues, clients, and partners with respect and fairness. Report concerns without fear of retaliation.
- Executive Assistants/Senior Project Managers: Ensure equal opportunity in daily practices, model inclusive behavior, and address reported issues promptly.
Disciplinary Action
Violations of this policy may result in corrective action, up to and including contract termination.
Document Control
Review frequency: Annually, or sooner if laws or regulations change.
- Approved by: Director of Operations.
- Effective date: June 26, 2026.