NON-DISCRIMINATION POLICY STATEMENT

It is the policy of CILA Corporation that no person shall on the grounds of race, color, national origin, sex, disability, or age, be excluded from participation in, be denied the benefits of, or be subjected to discrimination in any operation of CILA Corporation as provided by Title VI of the Civil Rights Act of 1964 and related statutes.

PURPOSE:

1. This policy applies to all operations of CILA Corporation including its contractors and anyone who acts on behalf of the agency.

2. Prohibited discrimination may be intentional or unintentional. Seemingly neutral acts that have disparate impacts on individuals of a protected group and lack a substantial legitimate justification are a form of prohibited discrimination.

3. Harassment and retaliation are also prohibited forms of discrimination.

4. Examples of prohibited types of discrimination based on race, color, national origin, sex, disability, or age include: Denial to an individual any service, financial aid, or other benefit; Distinctions in the quality, quantity, or manner in which a benefit is provided; Segregation or separate treatment; Restriction in the enjoyment of any advantages, privileges, or other benefits provided; and Discrimination in employment.

5. Title VI compliance is a condition of receipt of federal funds and the Executive Director is authorized to ensure compliance with this policy, Title VI of the Civil Rights Act of 1964, 42 U.S.C � 2000d and related statutes, and the requirements of23 Code of Federal Regulation (CFR) pt. 200 and 49 CFR pt. 21.

6. The Executive Director is ultimately responsible for assuring full compliance with the provisions of Title VI of the Civil Rights Act of 1964 and related statutes and has directed that non- discrimination is required of all agency employees, contractors, and agents pursuant to 23 CFR Part 200 and 49 CFR Part 21.

CILA CORPORATION

AREA: PRINCIPLES OF OPERATION

SUBJECT: TITLE VI (NON-DISCRIMINATION)

NON-DISCRIMINATION POLICY STATEMENT

PURPOSE:

1. This policy applies to all operations of CILA Corporation including its contractors and anyone who acts on behalf of the agency.

3. Harassment and retaliation are also prohibited forms of discrimination.

5. Title VI compliance is a condition of receipt of federal funds and the Executive Director is authorized to ensure compliance with this policy, Title VI of the Civil Rights Act of 1964,42 U.S.C � 2000d and related statutes, and the requirements of23 Code of Federal Regulation (CFR) pt 200 and 49 CFR pt 21.

All staff, including volunteers, employed by the Agency sball fill out an Application for Employment and when possible, submit a professional resume. All applicants will be required to submit to a criminal background check, at the expense of the agency, prior to working with individuals served.

LICENSING

All applicable Federal and State regulations regarding certification, registration or licensure shall be observed for professional positions, when required.

AFFIRMATIVE ACTION I EQUAL EMPLOYMENT OPPORTUNITY

The Agency is an equal opportunity employer who actually supports and seeks to implement all federal and state legislation and rules pertaining to discrimination in the employment process. The Agency pledges itself to the following policy for all employees, as well as applicants for employment:

The Agency will hire, place, upgrade, transfer, promote, recruit, advertise, solicit for employment, treat during employment, pay and otherwise compensate, select for training, layoff, or terminate without regard to race, religion, sex, age, national origin, color, creed, ancestry, political conviction, past history of alcohol abuse, substance abuse, mental illness, developmental disability, physical handicap, marital status or veteran status in accordance with applicable federal and state law.

HIRING OF RELATIVES

Immediate family members (father, mother, sister, brother, son, daughter) of staff employees, if hired, shall not work inthe same department with or have a family member as a direct supervisor. Final approval of any family member hired will be at the discretion of the Executive Director.

NO HARASSMENT POLICY

The Agency does not tolerate harassment of our job applicants, employees, volunteers or clients. Any form of harassment related to an employee's race, color, sex, religion, national origin, age, citizenship status, disability, handicap, or marital status is a violation of this policy and will be treated as a disciplinary matter. For these purposes, the term harassment includes, but is not limited to, slurs, jokes, and other verbal, graphic, or physical conduct relating to an individual's race, color, sex, religion, national origin, age, citizen status or handicap.

Violation of this policy by any employee shall subject that employee to disciplinary action up to and including immediate discharge.

Sexual harassment in particular is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

� submission to or rejection of such conduct is made either implicitly or explicitly a term or condition of employment; or

� submission to or rejection of such conduct by an individual is used as the basis for any employment-related decision affecting the individual;or

� such conduct has the purpose or effect of unreasonably interfering with an individual's work performance, or creating a hostile, intimidating, or offensive working environment through such conduct. Such conduct is illegal.

Examples of sexual harassment may include unauthorized touching of a sexual nature, making requests for sexual favors, pressure to engage insexual activity as a condition of employment or promotion, or ogling, or telling jokes or stories of a sexual nature.

If you feel that you are being harassed based upon your race, color,sex, religion, national origin, age, citizenship status, disability, handicap, or marital status, you should at once make your feelings known to your immediate supervisor. The matter will be investigat and where appropriate, disciplinary action taken. If you do not feel that the matter can be discussed with your supervisor, or if you are not satisfied with the way your report has been handled, arrange for a conference with the Executive Director to discuss your complaint. Employees should remember not to assume tbat the Agency is aware of the harassment. It is your responsibility to report incidents you know about

In addition, employees who believe they are being harassed may contact the Illinois Department of Human Rights at (217) 785-5106 or the Illinois Human Rights Commission at (217) 785-4350. Remedies available through the Human Rights Department and Human Rights Commission in case of a valid substantiated complaint may include but are not limited to:

� cease and desist orders

� actual damages

� hiring, reinstatement, promotion, back pay and employee benefits

� compliance reports

� posting of compliance notices, and

� loss of public contracts.

Employees who file a complaint with the Agency, or the Human Rights Department will not be retaliated against based on such complaint

This policy refers not only to supervisor/subordinate actions, but also applies to actions between co-workers. Harassment of our employees in connection withtheir work by non� employees may also be a violation of this policy. Any employee who becomes aware of any harassment of an employee by a non-employee should report such harassment to his/her supervisor. Appropriate action will be taken with respect to violation of this policy by any non-employee.