Mid-South Health Systems

Providing Mental Health Services For:

ClayCraigheadCrittendenCrossGreeneLawrenceLee

MississippiMonroePhillipsPoinsettRandolphSt. Francis

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EEO Policy

 

MID-SOUTH HEALTH SYSTEMS, INC.


EEO POLICY



It is the official policy of this organization that no one will be denied service or be subjected to any form of discrimination on the basis of race, color, national origin, age, gender, sexual orientation, veteran’s status, disability, ancestry or religion. The organization will not discriminate against individuals in the admission or access to, or treatment, or employment in, its programs and activities. This policy is adopted pursuant to Section 601, Title VI and Title VII of the Civil Rights Act of 1964, Public Law 88-352, section 504 of the Rehabilitation Act of 1973 and Title VI and XVI of the Public Health Service Act and Americans with Disabilities Act of 1992.

We will endeavor to ensure that qualified applicants are employed, and that employees are treated equally during employment without regard to their race, color, religion, gender, sexual orientation, national origin, disability, veteran’s status, ancestry, age or other legally protected status. Such action shall include, but not be limited to, the following: employment, upgrading, demotion, transfer recruitment or recruitment advertising, lay-off or termination, rates of pay, other forms of compensation and selection of training. We will post in conspicuous places, available to employees and applicants for employment, notices setting forth the provisions of this nondiscrimination clause.

The Human Resources Department will promote principles of equity in its efforts to staff available positions. The department will monitor labor market information and maintain contact with staffing sources to further these principles. We will comply with all provisions of applicable laws prohibiting discrimination.

Any employee may request a reasonable accommodation under the Americans with Disabilities Act of 1992. Such requests should be made to the Human Resources Director. The HR Director shall review the request and respond in writing to the employee within a reasonable amount of time. The written response shall be retained in the employee’s personnel file.