NEWS

Keep Louisiana Beautiful, Inc. awards

 2023-24 Healthy Communities Grant to Assumption Arc

Assumption Arc (Aarc) with assistance from Keep Assumption Beautiful applied for the grant to accomplish two things. Have a larger more spacious area to place recyclables and reduce litter. 

This year we were graciously awarded $8,000

With this grant, we will be able to replace the older recycling bins with larger more effective bins throughout the parish.  These new bins were the creative idea of a citizen of Assumption Parish who constructed and donated the bin that was placed at Pierre Part Middle School.  It was a design that worked!  Aarc reached out to him again and partnered with him to build 3 more.  We realized at that point that this bin design needed to be parish wide.  This bin provides enough space that all recyclable materials can be placed inside therefore reducing the amount of litter around the bin.

Assumption Arc staff, recycling workers, Assumption High School students/Lafourche Voc Tech students and Keep Assumption Beautiful Volunteers will all help in building and implementing this project.

 Assumption Arc is grateful for the support of Keep Louisiana Beautiful, Keep Assumption Beautiful, Assumption Parish Policy Jury and the Legislators of Assumption Parish.  Such support allows Aarc to continue to maintain its recycling service and make a difference in our community.

About Assumption Arc

Our recycling Program employs 17 adults with disabilities.  We recycle over 350 tons per year.  Recycling benefits everyone in Assumption Parish.  It helps conserve resources, reduces materials going to the landfills, helps create jobs and helps keep our parish clean.  Assumption Arc is proud that the Recycling Program creates jobs for people with developmental/intellectual disabilities.  Our goal has always been to provide the best recycling service for Assumption Parish and provide jobs for the people we serve.

About Keep Louisiana Beautiful

Keep Louisiana Beautiful’s mission is to promote personal, corporate, and community responsibility for a clean and beautiful Louisiana.  Through our programs, and statewide network of affiliates and partners, we provide tools and resources to prevent litter, reduce waste, increase recycling, and beautify spaces.  Keep Louisiana Beautiful is a non- profit organization dedicated to achieving a cleaner, greener Louisiana through litter reduction and beautification initiatives.  To get involved, please visit keeplouisianabeautiful.org

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        Donate your Beads!

We are accepting bead donations at: 

·     Our Recycling Bins throughout the Area

·       AARC Main Office—369-2907

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Workplace Violence Policy

Objective

Assumption Arc (Aarc) provides a safe workplace for all employees. To ensure a safe workplace and to reduce the risk of violence, all employees should review and understand all provisions of this workplace violence policy.

Assumption Arc is committed to achieving and maintaining a violence-free workplace for employees and those visiting or conducting business at its worksites.  Aarc will take reasonable steps to create a safe and secure work environment free of violence, aggressive acts, verbal and non-verbal threatening behavior and harassment toward or by its employees or others, including domestic violence that may affect the workplace. Any employee who commits an act of workplace violence, makes a credible threat, or engages in assault or battery on another person shall be subject to disciplinary action, up to and including termination.  Matters concerning clients shall be addressed in accordance with the AARC Abuse and Neglect Policy

Prohibited Conduct

Assumption Arc does not tolerate any type of workplace violence committed by or against employees. Employees are prohibited from making threats or engaging in violent activities. This list of behaviors provides examples of conduct that is prohibited:

• Causing physical injury to another person.
• Making threatening remarks.
• Displaying aggressive or hostile behavior that creates a reasonable fear of injury to another person or subjects another individual to emotional distress.
• Intentionally damaging employer property or property of another employee.
• Possessing a weapon while on company property or while on company business.
• Committing acts motivated by, or related to, sexual harassment or domestic violence.

Definitions

·          Assault: an attempt to commit a battery, or the intentional placing of another in reasonable apprehension of receiving a battery.

·         Battery: the intentional use of physical force or violence upon another; or the intentional administration of a poison or other noxious substance to another.

·         Credible Threat: a statement or action that would cause a reasonable person to fear for their physical safety or that of another person and does, in fact, cause such fear.

·         Violence: the commission of an assault or battery or the making of a credible threat. In this context, acts of violence include unwarranted exertions of force or power, such as any intentional actions or words that result in physical or emotional injury to another person or any verbal, physical, or psychological threat or assault on an individual intended to cause, or actually resulting in, physical and/or psychological damage.

·         Workplace (or worksite): any site where an employee is placed for the purpose of completing job assignments, inclusive of surrounding AARC properties and parking garages.

·         Workplace violence: violence that takes place in or at the workplace.

·         Domestic Violence, also known as domestic abuse, spousal abuse, battering, family violence, and intimate partner violence (IPV), is a pattern of behavior which involves the abuse by one partner against another in an intimate relationship such as marriage, cohabitation, dating or within the family, home life or household affairs. Domestic violence can take many forms, including physical aggression or assault (hitting, kicking, biting, shoving, restraining, slapping, throwing objects, battery), or threats thereof; sexual abuse; emotional abuse; controlling or domineering; intimidation; stalking; passive/covert abuse (e.g., neglect); and economic deprivation.

Reporting Procedures

Any potentially dangerous situations must be immediately reported to a supervisor or the Executive Director/Assistant Executive Director. Reports can be made anonymously, and all reported incidents will be investigated. Reports or incidents warranting confidentiality will be handled appropriately, and information will be disclosed to others only on a need-to-know basis. All parties involved in a situation will be counseled, and the results of investigations will be discussed with them. Assumption Arc will actively intervene at any indication of a possibly hostile or violent situation.

Risk Reduction Measures

Hiring

Assumption Arc takes reasonable measures to conduct background investigations to review candidates’ backgrounds and to reduce the risk of hiring individuals with a history of violent behavior.

Safety

Assumption Arc conducts annual inspections of the premises to evaluate and determine any vulnerabilities to workplace violence or hazards. Any necessary corrective action will be taken to reduce all risks.

Individual situations

Although Assumption Arc does not expect employees to be skilled at identifying potentially dangerous persons, employees are expected to exercise good judgment and to inform the supervisors/directors if any employee, person visiting or conducting business at its worksites exhibits behavior that could be a sign of a potentially dangerous situation. Such behavior includes:

• Discussing weapons or bringing them to the workplace.
• Displaying overt signs of extreme stress, resentment, hostility or anger.
• Making threatening remarks.
• Showing sudden or significant deterioration of performance.
• Displaying irrational or inappropriate behavior.

Employees at risk

Executive Director will identify and maintain a list of employees who have been determined to be at risk for becoming victims of violence because of the nature of their job or because they are subject to harassment, violence or threats from a nonemployee. The director will design a plan as needed with at-risk employees to prepare for any possible emergency situations.

Dangerous/Emergency Situations

Employees who confront or encounter an armed or dangerous person should not attempt to challenge or disarm the individual. Employees should remain calm, make constant eye contact and talk to the individual. If a supervisor can be safely notified of the need for assistance without endangering the safety of the employee or others, such notice should be given. Otherwise, employees should cooperate and follow the instructions given.

Enforcement

Threats, threatening conduct, or any other acts of aggression or violence in the workplace will not be tolerated. Any employee determined to have committed such acts will be subject to disciplinary action, up to and including termination. Nonemployees engaged in violent acts on the employer’s premises will be reported to the proper authorities and fully prosecuted. 

Retaliation Strictly Prohibited

 Aarc maintains an affirmative duty to protect its employees from harassment, reprisal, or retaliation. This protection extends to any employee making a good faith complaint of workplace violence, as well as those employees providing information or participating in the investigative process. If a complaint of retaliation is made and an investigation reveals that harassment, retaliation, or reprisal has occurred, the offender shall receive either corrective action or disciplinary action up to and including dismissal.

Domestic Violence Court Orders

 Domestic protective orders and other court orders concerning documented or potential acts of violence not arising out of the workplace setting (domestic or family violence issues, e.g.), shall be communicated to an employee’s supervisor, whether the employee is the person for whose protection the order was issued or is the person against whom the order was issued. The employee’s supervisor shall maintain the confidentiality of that communication except to notify the Executive Director/Assistant Executive Director.  Each employee so affected is under a continuing obligation to notify, as previously set forth, of any changes or modifications or extinguishment of any such order, etc.

Disciplinary Actions

Any employee who violates this policy may be subject to disciplinary action up to and including dismissal from employment 

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Title VI Policy Statement

Policy Statement

The Assumption Arc assures that no person shall on the grounds of race, color, or national origin as provided by Title VI of the Civil Rights Act of 1964, and the Civil Rights Restoration Act of 1987 (P.L. 100.259) be excluded from participation in, be denied the benefits of, or be otherwise subjected to discrimination under any programs or activities.  Assumption Arc assures every effort will be made to ensure nondiscrimination in all of its programs and activities, whether those programs and activities are federally funded or not (inclusive of additional Title VI Authorities and citations).

The Civil Rights Restoration Act of 1987, broadened the scope of Title VI coverage by expanding the definition of terms “programs or activities” to include all programs or activities of Federal Aid recipients, sub-recipients, and contractor/consultants, whether such programs and activities are federally assisted or not (Public Law 100259 [S.557] March 22, 1988.)

Assumption Arc will be responsible for initiating and monitoring Title VI activities, preparing required reports and other responsibilities as required by 23 Code of Federal Regulation, (CFR) 200 and 49 Code of Federal Regulation 21.

Sarah Olivo                                                                         July 18, 2022

Agency Director Name                                                            Date

Any individual, group of individuals or entity that believes they have been discriminated against on the basis of race, color or national origin by the Assumption Arc may file a Non-Discrimination complaint by submitting the agency’s Non-Discrimination Complaint Form.

For all Discrimination matters, please contact:
Sarah Olivo

4201 Highway 1, Napoleonville, LA 70390
985-369-2908, ext. 23

solivo@aarcinc.org

The Assumption ARC’s Notice to the Public is as follows:

Non-Discrimination Notice to the Public

The Assumption Arc’s Notice to the Public is as follows:

The Assumption Arc Notice to the Public is posted in the public areas of the office and inside the transit vehicles. 

Notificación al público de derechos bajo el no discriminación

  Section 4:  Non-Discrimination Complaint Procedure

The Assumption Arc’s Non-Discrimination Complaint Procedure is made available in the following locations:

☒ Agency website, if available: www.assumptionarc.org

☒ Hard copy in the central office

☒ Agency Title VI Plan

Any individual, group of individuals or entity that believes they have been discriminated against on the basis of race, color, national origin or disability by the Assumption Arc may file a non-discrimination complaint by completing and submitting the agency’s non-discrimination Complaint Form. File initial complaint with Sarah Olivo at Assumption Arc

Any individual having filed a complaint or participated in the investigation of a complaint shall not be subjected to any form of intimidation or retaliation.  Individuals who have cause to think that they have been subjected to intimidation or retaliation can file a complaint of retaliation following the same procedure for filing a discrimination complaint.

A complaint must be filed with the Assumption Arc no later than 180 days after the following:

1.       The date of the alleged act of discrimination; or

2.       The date when the person(s) became aware of the alleged discrimination; or

3.       Where there has been a continuing course of conduct, the date on which that conduct was discontinued of the latest instance of the conduct.

Once the complaint is received, the Assumption Arc will review it to determine if our office has jurisdiction. (A copy of each non-discrimination complaint received will be forwarded to the Louisiana Department of Transportation and Development within ten (10) calendar days of receipt.) The complainant will receive an acknowledgement letter informing her/him whether the complaint will be investigated by our office.

The Assumption Arc has 45 days to investigate the complaint. If more information is needed to resolve the case, the Assumption Arc may contact the complainant.

After the investigator reviews the complaint, she/he will issue one of two (2) letters to the complainant: a closure letter or a letter of finding (LOF).

ü  A closure letter summarizes the allegations and states that there was not a Title VI or other discriminatory violation and that the case will be closed.

ü  A letter of finding (LOF) summarizes the allegations and the interviews regarding the alleged incident, and explains whether any disciplinary action, additional training of the staff member, or other action will occur.

If the complainant wishes to appeal the decision, she/he has 180 days after the date of the letter or the letter of finding  to do so.  A person may also file a complaint directly with the: Louisiana Department of Transportation, Attn: Cynthia Douglas, 1201 Capitol Access Road, Baton Rouge, LA 70804.

LADOTD will analyze the facts of the case and will issue its conclusion to the appellant within 60 days of the receipt of the appeal. 

If information is needed in another language, contact 985-369-2908

Assumption Arc, 4201 Highway 1, Napoleonville, LA 70390.

Sarah Olivo, Executive Director

Procedimiento de Queja sin discriminación

El Formulario de queja por descriminacion del Assumption Arc

·         Pagina web de Ia agencia

·         Copia impresa localizada en Ia oficina central

Cualquier persona, grupo de individuos o entidad que crea haber sido objeto de discriminacion por motivos de raza, color, nacionalidad o discapacidad por el Assumption Arc puede presentar la queja llenando y enviando este formulario de queja por descriminacion a la agencia correspondiente. (Este documento debe ser enviado a Ia dirección. Presente la queja inicial con Sarah Olivo en Assumption Arc.

Cualquier individuo que haya presentado o participado en la investigación de alguna queja no debe ser sujeto a ninguna forma de intimidación o represalia. Aquel individuo que considere que haya sido sujeto a intimidación o represalias puede llenar un formulario de queja para represalias siguiendo este mismo procedimiento.

Esta queja deberá ser presentada a la Oficina de Programas de Cumplimiento del Assumption Arc en un periodo de no mas de 180 días después de lo siguiente:

1.       La fecha del presunto acto de discriminacion

2.       La fecha en Ia que Ia persona (s) se percataron del presunto acto de discriminacion

3.       Cuando se ha detectado que el acto de discriminacion se ha convertido en una conducta repetitiva. En estos casos se incluiriria laa fecha del último acontecimiento.

Una vez que se reciba Ia queja, la oficina de Assumption Arc lo revisará para determinar si nuestra oficina tiene jurisdicción. El demandante recibira una carta de notificación comunicándo si la queja será investigada por nuestra oficina.

El/La coordinadora de la oficina de Assumption Arc tendrá 45 días para investigar La queja. Si se necesita mas información para resolver el caso, el (Ia) Coordinador (a) podria contactar al demandante.

Despues de que elI Ia Coordinador revise Ia queja, emitirá una de dos (2) cartas al demandante

·         Una carta de cierre resumiendo las alegaciones del caso en Ia cual indicara que no hubo una violacion de discriminación y por tal motivo el caso sera cerrado.

·         Una carta de hallazgo resumiendo las alegaciones y las entrevistas sobre el supuesto incidente en esta misma carta se le explicara al demandante si se llevara a cabo alguna acción disciplinaria, entrenamiento adicional al personal o se tomara alguna otra acción necesaria.

Si el demandante desea apelar La decisión, el tendrá 180 días después de la fecha marcada en la carta de cierre o de la carta de hallazgo para hacerlo. Ell La Coordinador, Cynthia Douglas (225) 379-192

Titulo VI I ADA analizara los hechos del caso y emitirá su conclusión al apelante en un periodo de 60 días

después de haber recibido La apelación.

Si necesita información en otro idioma, póngase en contacto con  985-369-2908

Assumption Arc, 4201 Highway 1, Napoleonville, LA 70390

Sarah Olivo, Executive Director

 Section 5:  Non-discriminación Complaint Form

The Assumption Arc’s non-discrimination Complaint Procedure is made available in the following locations:

☒ Agency website, if available: www.assumptionarc.org

       ☒  Hard copy in the central office

       ☒ Agency Title VI Plan

You You may attach any written materials or other information that you think is relevant to your complaint.

SignSignature and date required below

_________________________________________________________         _________________

SignSignature                                                                                                                                       Date

If inInformation is needed in another language, contact 985-369-2908

PleaPlease submit this form in person at the address below, or mail this form to:

Ass Assumption Arc

Sar Sarah Olivo, Executive Director

420 4201 Highway 1, Napoleonville, LA 70390