ENTRY LEVEL DRIVER TRAINING PROGRAM

Diamond Education dba All In Cdl Training is a Certified DBE under the U.S. Department of Transportation (U.S. DOT) Regulation 49 CFR 26: California Unified Certification File No.-49233. NAICS Codes 484110. We are a Certified Provider for the Federal Motor Carrier Safety Administration (FMCSA) to provide In person Classes, On-Line Courses, and Behind the Wheel Training, in both English and Spanish (We are listed on the Federal Website). Our School specializes in helping people in under-represented communities, persons with disabilities, and community members that need extra care, sensitivity and support to obtain their Commercial Driver’s License. All of our Instructors are Class A drivers with decades of Behind the Wheel experience in all facets of Truck Driving including Long Haul, Port, Regional and Local. We have a vast network of existing business relationships in the Logistics Space to provide job opportunities for our Students that complete our program and obtain their License. We have worked with the South Bay Workforce Development Office and the City of Long Beach Ca and the Port of Long Beach to help provide Commercial Driver Training to these entities.

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Drive Towards Your New Career

All In CDL Training is an alternative to your traditional Truck Driving School. Our Instructors have decades of experience driving Long Haul, Port, Regional and Local routes. Our courses are offered On-Line in English and Spanish, or in person at our Long Beach California facility. We offer a personal, supportive and professional experience for our students. Our programs combine ELDT requirements with the training and support to guarantee you will have the knowledge to pass the written exam and have the confidence and skills to pass the Behind The Wheel Test to obtain your commercial License. When you join the All In Cdl Training family, you will receive your Entry-Level Driver Training Certification for Theory, You will also receive Behind The Wheel Training for Range and Public Road. We will be here for you through the entire process and assist you with job placement and personal support throughout your career as you add endorsements and enhance.

Equal Opportunity Employer Statement

Diamond Education Inc. dba All In Cdl Training

Diamond Education Inc. dba All In Cdl Training is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, state, or local laws. This policy applies to all employment practices within our organization, including hiring, recruiting, promotion, termination, layoff, recall, leave of absence, compensation, benefits,

training, and apprenticeship. [Company Name] makes hiring decisions based solely on qualifications, merit, and business needs at the time. For more information, read through our EEO Policy.

ALL IN CDL TRAINING ANTI-DISCRIMINATION POLICY

AIMS
Company Name (ALL IN CDL TRAINING) is committed to providing a safe, ﬂexible and respectful environment for staﬀ and students free from all forms of discrimination, bullying and sexual harassment.
All staﬀ are required to treat others with dignity, courtesy and respect.
By eﬀectively implementing our Equal Employment Opportunity & Anti-Discrimination Policy we will attract and retain talented staﬀ and create a positive working environment for staﬀ.

SCOPE

This policy applies to:
All staﬀ, including: managers, directors and instructors; full-time, part-time or casual, temporary or permanent staﬀ; job candidates; student placements, apprentices, contractors, sub-contractors and volunteers;
How the Company provides services to clients and how it interacts with other members of the public;
All aspects of employment, recruitment and selection; conditions and beneﬁts; training and promotion; task allocation; shifts; hours; leave arrangements; workload; equipment and transport;
On-site, oﬀ-site or after-hours work; work-related social functions; conferences – wherever and whenever staﬀ may be as a result of their duties;
Staﬀ treatment of other staﬀ, of clients, and of other members of the public encountered in the course of their duties.

In so far as this policy imposes any obligations on ALL IN CDL TRAINING, those obligations are not contractual and do not give rise to any contractual rights. To the extent that this policy describes beneﬁts and entitlements for staff and students, they are discretionary in nature and are also not intended to be contractual. The terms and conditions of staff and students that are intended to be contractual are set out in a student's written participation contract.

ALL IN CDL TRAINING may unilaterally introduce, vary, remove or replace this policy at any time.

STAFF RIGHTS AND RESPONSIBILITIES
All staﬀ are entitled to:

The right to raise issues or to make an enquiry or complaint in a reasonable and respectful manner without being victimized;

Recruitment and selection decisions based on merit and not aﬀected by irrelevant personal characteristics; Work free from discrimination, bullying and sexual harassment.

Reasonable ﬂexibility in working arrangements, especially where needed to accommodate their family responsibilities, disability, religious beliefs or culture.

Oﬀer support to people who experience discrimination, bullying or sexual harassment, including providing information about how to make a complaint;

Avoid gossip and respect the conﬁdentiality of complaint resolution procedures; Treat everyone with dignity, courtesy and respect.

Follow the standards of behavior outlined in this policy;

ADDITIONAL RESPONSIBILITIES OF MANAGERS AND INSTRUCTORS
Managers and Instructors must also:
Model appropriate standards of behavior;
Take steps to educate and make staﬀ aware of their obligations under this policy and the law; Intervene quickly and appropriately when they become aware of inappropriate behavior;
Act fairly to resolve issues and enforce workplace behavioral standards, making sure relevant parties are heard;
Help staﬀ resolve complaints informally;
Refer formal complaints about breaches of this policy to the appropriate complaint handling oﬃcer for investigation;
Ensure staﬀ who raise an issue or make a complaint are not victimized;
Ensure that recruitment decisions are based on merit and that no discriminatory requests for information are made;
Seriously consider requests for ﬂexible work arrangements.

UNACCEPTABLE WORKPLACE CONDUCT
Discrimination, bullying and sexual harassment are unacceptable at the Company and are unlawful under legislation including:
Sex Discrimination Act 1984 (Cth);
Racial Discrimination Act 1975 (Cth);
Disability Discrimination Act 1992 (Cth);
Age Discrimination Act 2004 (Cth);

Staﬀ (including managers) found to have engaged in such conduct might be counselled, warned or disciplined. Severe or repeated breaches can lead to formal discipline up to and including termination of employment.

Under the law staﬀ can be held personally liable for certain breaches of discrimination law, and the Company can also be vicariously liable for staﬀ members’ conduct.

DISCRIMINATION
Discrimination is treating, or proposing to treat, someone unfavourably because of a personal characteristic protected by the law, such as sex, age, race or disability.

Discrimination can occur:

Directly, when a person or group is treated less favourably than another person or group in a similar situation because of a personal characteristic protected by law. For example, a worker is harassed and humiliated because of their race or a worker is refused promotion because they are ‘too old’
Indirectly, when an unreasonable requirement, condition or practice is imposed that has, or is likely to have, the eﬀect of disadvantaging people with a personal characteristic protected by law. For example, redundancy is decided based on people who have had a worker’s compensation claim rather than on merit.

Protected personal characteristics under Federal discrimination law include:

Parental status or status as a carer, for example, because they are responsible for caring for children or other family members;
Racecolour, descent, national origin, or ethnic background;
Age, whether young or old, or because of age in general;
Sex;
Industrial activity, including being a member of an industrial organisation like a trade union or taking part in industrial activity, or deciding not to join a union;
Religion;
Pregnancy and breastfeeding;
Sexual orientation, intersex status or gender identity, including gay, lesbian, bisexual, transsexual, transgender, queer and heterosexual;
Marital status, whether married, divorced, unmarried or in a de facto relationship or same sex relationship; Political opinion;
Social origin; Medical record;
An association with someone who has, or is assumed to have, one of these characteristics, such as being the parent of a child with a disability.

It is also against the law to treat someone unfavorably because you assume they have a personal characteristic or may have it at some time in the future.

DISABILITY DISCRIMINATION
Employers are also required in some circumstances to make “reasonable adjustments” to facilitate employees with disabilities to perform the “inherent requirements” of the particular role they perform. An employer will be deemed to have discriminated against an employee if they fail to make these adjustments.
The “inherent requirements” of a position are the essential activities that must be carried out to fulﬁl the purpose of the position.

An adjustment is not reasonable if it will impose “unjustiﬁable hardship” on the employer. In assessing unjustiﬁable hardship factors to be considered include:

The nature of the beneﬁt or detriment to be imposed on any person concerned, including the community;
The eﬀect of the employee's disability;
The ﬁnancial circumstances and the estimated amount of expenditure required to be made by the employer; The availability of ﬁnancial and other assistance to the employer.

Examples of adjustments that may in some circumstances be reasonable for an employer to make include:

Changing recruitment and selection procedures. For example, providing a sign language interpreter for a Deaf person or ensuring the medical assessor is familiar with a person’s particular disability and how it relates to the job requirements.
Modifying work premises. For example, making ramps, modifying toilets or providing ﬂashing lights to alert people with a hearing loss.
Changes to job design, work schedules or other work practices. For example, swapping some duties among staﬀ or providing regular meal breaks for a person with diabetes.
Modifying equipment. For example, lowering a workbench or providing an enlarged computer screen.
Providing training or other assistance. For example, running induction programs for staﬀ with a disability and their co-workers, providing a mentor or support person for a person with an intellectual disability, and including staﬀ with a disability in all mainstream training.

It is not unlawful to discriminate against a person because of their disability where:
They cannot meet the inherent requirements of the job, even when the employer has made any reasonable adjustments; or
Providing the person with reasonable adjustments to facilitate their disability imposes an unjustiﬁable hardship on the employer.

BULLYING
If someone is being bullied because of a personal characteristic protected by equal opportunity law, it is a form of discrimination.

Bullying can take many forms, including jokes, teasing, nicknames, emails, pictures, text messages, social isolation or ignoring people, or unfair work practices.

Under Federal law, this behaviour does not have to be repeated to be discrimination – it may be a one-oﬀ event.

Behaviours that may constitute bullying include;
Sarcasm and other forms of demeaning language; Threats, abuse or shouting;
Coercion; Isolation;
Inappropriate blaming; Ganging up;
Constant unconstructive criticism;
Deliberately withholding information or equipment that a person needs to do their job or access their entitlements;
Unreasonable refusal of requests for leave, training or other workplace beneﬁts.

Any form of bullying is unacceptable in the Company and may also be against workplace health and safety law. The Company has a separate Workplace Anti-Bullying and Anti-Harassment Policy which employees must read and abide by, this deals with bullying and harassment that is not a form of discrimination (ie where not based on a protected personal characteristic).

SEXUAL HARASSMENT
Sexual harassment is a speciﬁc and serious form of harassment. It is unwelcome sexual behaviour, which could be expected to make a person feel oﬀended, humiliated or intimidated. Sexual harassment can be physical, spoken or written. It can include:
Comments about a person’s private life or the way they look; Sexually suggestive behaviour, such as leering or staring; Brushing up against someone, touching, fondling or hugging; Sexually suggestive comments or jokes;
Displaying oﬀensive screen savers, photos, calendars or objects; Repeated unwanted requests to go out;
Requests for sex;
Sexually explicit posts on social networking sites; Insults or taunts of a sexual nature;
Intrusive questions or statements about a person’s private life; Sending sexually explicit emails or text messages; Inappropriate advances on social networking sites;
Accessing sexually explicit internet sites;
Behaviour that may also be considered to be an oﬀence under criminal law, such as physical assault, indecent exposure, sexual assault, stalking or obscene communications.

Just because someone does not object to inappropriate behaviour in the workplace at the time, it does not mean that they are consenting to the behaviour.

Sexual harassment occurs in the workplace when it happens at work, at work-related events, between people sharing the same workplace, or between colleagues outside of work.

All staﬀ and volunteers have the same rights and responsibilities in relation to sexual harassment. A single incident is enough to constitute sexual harassment – it doesn’t have to be repeated.

All incidents of sexual harassment – no matter how large or small or who is involved – require employers and managers to respond quickly and appropriately.

The Company recognises that comments and behaviour that do not oﬀend one person can oﬀend another. This policy requires all staﬀ and volunteers to respect other people’s limits.

The Company will not tolerate or accept any form of sexual harassment, in the workplace or in any work-related context such as conferences, work functions and business trips. All staﬀ members are responsible for their own behaviour, and under the law may be held personally liable if they engage in sexual harassment. The Company may also be vicariously liable for staﬀ members found to have engaged in any form of sexual harassment.

VICTIMIZATION

Victimization is subjecting or threatening to subject someone to a detriment because they have asserted their rights under equal opportunity law, made a complaint, helped someone else make a complaint, or refused to do something because it would be discrimination, sexual harassment or victimization. Victimization is against the law.
It is also victimisation to threaten someone (such as a witness) who may be involved in investigating an equal opportunity concern or complaint.
Victimization is a very serious breach of this policy and is likely (depending on the severity and circumstances) to result in formal discipline against the perpetrator.
The Company has a zero-tolerance approach to victimization.