Equal Opportunity Statement
American Life Music Council, LLC (ALMC) affirms support for the goals of equal opportunity and affirmative action as identified in state and federal law.
American Life Music Council, LLC (ALMC) is an equal opportunity employer and career consulting service provider.
As set forth in the Prohibition of Discrimination, Harassment and Related Interpersonal Violence Policy (No. 2-004.1) (Nondiscrimination Policy), ALMC prohibits discrimination on the basis of race, color, ethnicity, national origin, religion, non-religion, age, genetic information, sex (including pregnancy and parental status), gender identity or expression, sexual orientation, marital status, physical or mental disability (including learning disabilities, intellectual disabilities, and past or present history of mental illness), political affiliations, veteran’s status (as protected under the Vietnam Era Veterans’ Readjustment Assistant Act), or membership in any other protected classes as set forth in state or federal law in all its programs and activities. ALMC prohibits discrimination with respect to all terms and conditions of employment and in all of its educational programs, activities, services, certification programs and related opportunities.
ALMC does not tolerate discriminatory harassment, a form of discrimination. Discriminatory harassment consists of verbal, physical, electronic, or other conduct based upon an individual’s protected class (as set forth above) that interferes with that individual’s educational or employment opportunities, participation in a ALMC program or activity, or receipt of legitimately-requested services meeting the description of either Hostile Environment Harassment or Quid Pro Quo Harassment. Hostile Environment Harassment consists of discriminatory harassment that is so severe or pervasive that it unreasonably interferes with, limits, deprives, or alters the terms or conditions of employment (e.g., selling, consulting, facilitating); or participation in an ALMC program or activity (e.g., training, conference attendance), when viewed from both a subjective and objective perspective. Quid Pro Quo Harassment consists of discriminatory harassment where submission to or rejection of unwelcome conduct is used, explicitly or implicitly, as the basis for decisions affecting an individual’s learning, employment, or participation in a ALMC program or activity. Sexual harassment is any unwelcome sexual advance, request for sexual favors, or other unwanted conduct of a sexual nature, whether verbal, nonverbal, graphic, physical, or otherwise, when the conditions for Hostile Environment Harassment or Quid Pro Quo Harassment are present.
All ALMC staff and independent contractors must be aware that amorous relationships with clients are likely to lead to difficulties and have the potential to place staff and independent contractors at great personal and professional risk. The power difference inherent in the coach-client relationship means that any amorous relationship between a staff or independent contractor is potentially exploitative or could at any time be perceived as exploitative.
Accordingly, all staff and independent contractors are prohibited from pursuing or engaging in any amorous relationship with any ALMC client. Also, staff and independent contractors are prohibited from pursuing or engaging in any amorous relationship with a ALMC client under that consulting authority (including formal mentoring or advising, supervision of research). In the event of a charge of sexual harassment arising from such circumstances, the American Life Music Council, LLC will in general be unsympathetic to a defense based upon consent when the facts establish that a coach-client power differential existed within the relationship.
Similarly, amorous relationships between supervisors and their subordinate employees often adversely affect decisions, distort judgment, and undermine workplace morale for all employees, including those not directly engaged in the relationship. Accordingly, ALMC prohibits all employees from pursuing or engaging in amorous relationships with employees whom they supervise. No supervisor shall initiate or participate in institutional decisions involving a direct benefit or penalty (employment, retention, promotion, tenure, salary, leave of absence, etc.) to a person with whom that individual has or has had an amorous relationship.
American Life Music Council, LLC (ALMC) will actively seek to ensure a diverse and inclusive faculty, staff, and student body by, for example, making outreach efforts that encourage all qualified individuals to apply for employment and enrollment. ALMC maintains an Affirmative Action Plan aimed at developing and maintaining a broadly-representative workforce. Respect for diverse viewpoints, experiences, and intellectual pursuits is a cornerstone of learning, and this atmosphere of empowerment shall be characteristic of ALMC and its efforts. ALMC remains committed to seeking the best-qualified person to fill each available position. Candidates for employment will be assured careful and fair consideration. The University will reward employees based on job performance.
Every member of the ALMC community is directed to refrain from actions that threaten, intimidate, humiliate, or demean persons or groups because of their protected classes. Each member of the administrative leadership team is responsible for all necessary initiatives in pursuit of these goals, including those developed in the University’s Affirmative Action Plans. It is the responsibility of all departments and personnel to ensure ALMC ’s compliance with state and federal law, as well as ALMC policies and regulations.
Employees, students, and third parties must be free from fear of reprisal in exercising their civil rights. Accordingly, ALMC strictly prohibits retaliation against any person for making a good faith report of discrimination or discriminatory harassment, or participating in or being a party to any proceeding under the Nondiscrimination Policy. Retaliation shall be regarded as seriously as discrimination or harassment itself. Both will warrant discipline when substantiated.
If you are a Responsible Employee, you are required to report any incident of sex discrimination, sexual harassment and/or sexual violence (including sexual assault, relationship violence, and stalking) involving a client to ALMC human resources.
If you are a ALMC supervisor and aware (either directly or indirectly) of any incident of discrimination, discriminatory harassment, or retaliation involving a client or employee, you are required to report the incident to ALMC Human resources. Persons who believe that they are being subjected to discrimination, discriminatory harassment, or retaliation are encouraged to consult with ALMC human resources. ALC human resources is assigned primary responsibility for addressing all matters related to discrimination.
Complaints pertaining to Titles IV, VI and VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination in Employment Act of 1967, the Age Discrimination Act of 1975, the Vietnam Era Veterans’ Readjustment Act, the Americans with Disabilities Act, the Florida Educational Equity Act, the Florida Civil Rights Act, and other civil rights statutes should be brought to the attention of ALMC human resources.
American Life Music Council, LLC, C/O Human Resources, 3773 Howard Hughes Pkwy #500s, Las Vegas, NV 89169.