The National Intelligence Agency, Inc. (NIA) provides professional and highly skilled investigators that conduct intelligence gathering operations, overt and covert investigations on behalf of the business community to include Colleges & Universities, Schools & School Districts, as well as public/private institutions and governmental entities in support of Federal and State Discrimination Law(s).
What is it?
Discrimination is the unequal or unfair treatment of persons for reasons that are deemed prejudicial, personal or non-professional in nature and are based outside of the merits of that person’s abilities or performance. Discrimination in employment is when an employer treats one or more employees less favorably than another employee based on their race, color, religion, national origin, sex, actual or perceived sexual orientation, age, disability, or in retaliation for a complaint made against the employer (sometimes discrimination can be directed at the “whistleblower”). Federal and State laws prohibit discrimination in employment, availability of housing, rates of pay, right to promotion, educational opportunity, civil rights and use of public facilities. Every business, institution, company, agency, school and school district in the U.S. must comply with Federal and State Civil Rights Laws. The NIA finds that most entities make great efforts to support and enforce the rights of their employees. Businesses typically take huge measures to ensure that their employees receive equal treatment based on Civil Rights legislation. The NIA supports the these efforts by providing investigative and intelligence gathering services to ensure compliance. The NIA's investigators and intelligence gathering operatives conducts comprehensive inquiries relative to equal protection and opportunity under the law.
What can employers do?
The NIA's investigators and intelligence gathering operatives have found that most businesses, schools, school districts, housing entities, etc., do not willfully discriminate against an employee, an applicant, a client or a customer as a matter of policy, but sometimes the standards, principles and guidelines that are encompassed in the Federal and State laws are compromised by isolated incidents and/or rouge employees. In fact, the NIA has found that most business entities are proud to be in compliance with Federal and State Laws and are proactive and cooperative during inquiries. The National Intelligence Agency Inc. encourages the business community, as well as public and private institutions to maintain a conscious and proactive policy in this regard. Additionally, annual equal employment opportunity & discrimination training is available through the NIA. Regularly scheduled annual training protects against discriminatory practices and illustrates the entity's interest in being proactive to safeguard against such practices. This documented history has proven successful in defending against false allegations by way of revealing a concerted effort by management to proactively address these serious issues. A comprehensive and collaborative “Plan of Corrective Action” (POCA) can be developed and monitored by NIA professionals to reduce and illuminate discriminatory practices. The National Intelligence Agency Inc. strongly advocates the maintenance of a high level of sustained workplace awareness relative to these Federal and State Laws.
Federal and State Protected Categories:
- Employment Discrimination (Age, Disability, Race, Sex, Religion, etc.)
- Severance Package Reviews and Negotiations
- Family and Medical Leave Act Violations (FMLA)
- Employment Contract Drafting and Negotiations
- Employment Policy Drafting and Review
- Mediation, Arbitration and Other Forms of Alternative Dispute Resolution
- Grievance Arbitrations and Labor Contract Negotiations