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| Serving People With Disabilities Since 1972 |
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AGENCY PROFILE |
| MISSION STATEMENT |
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We at Asian Rehabilitation Services (ARS) believe
in the uniqueness, worth,cultural integrity, and right to
human dignity for every person. It is our mission to provide
vocational, rehabilitation, and other services
by which individuals with disabilities can achieve their highest potential
for self-worth and independent living. |
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| HISTORY OUTLINE |
1972: Oriental Service Center (OSC)
launched as a sheltered workshop program designed to support
Asian individuals with developmental disabilities in their
attempts to lead productive, self-sufficient lives.
Started in a Little Tokyo church basement, OSC provides employment to
eight individuals performing simple
packaging tasks.
1973: OSC growth mandates a move to a 14,000 square foot
facility in the heart of downtown Los Angeles. The
number of individuals served increases to 35.
1975: The workshop
is incorporated as a 501(c) (3) non-profit agency, and the name is changed to Asian
Rehabilitation Services.
1979:
ARS moves to a larger 26,000 square foot industrial facility in Los Angeles. The number of individuals
served on a daily
basis increases to 65.
1980-1990: ARS continues in its development. Service delivery systems are expanded, and a
broader range of work
experiences are offered to individuals served.
1990- Present: ARS moves to a larger 28,000
square foot office/warehouse facility. With five divisions and over
25 staff members, ARS serves more than 100 individuals
with developmental disabilities on a daily basis,
offering a variety of programs and services to assist consumers in reaching
their highest potential. |
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| ARS CODE OF ETHICS |
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ASIAN REHABILITATION SERCICES, INC. (ARS) is
an organization comprised of: Board of Directors, the ARS
employees and volunteers, which provides services and supports to
persons with mental and physical disabilities.
ARS, in adopting this Code of Ethics, embodies certain standards of conduct
for those who govern the corporation, as well
as those who directly and indirectly provide services and supports to fulfill
the ARS Mission. ARS's Code of Ethics
applies to professional relationships with persons served, with colleagues, with
related organizations, with agencies
and representatives of related professions and professional organizations, those
employees and volunteers of ARS, and
with the community as a whole. In abiding by this Code of Ethics, it is understood that
all Directors of the Governing
Board, and those employees and volunteers of ARS, will view her or his responsibilities and
obligations in as wide a
context as the applicable situation requires. It is also understood that those ARS responsibilities
and obligations
will be undertaken considering all the principles of the Code of Ethics, and choosing a course of action
within the
philosophy and Mission of ARS, as well as the spirit and intent by which the principles of the Code of Ethics
were
created and established.
ARS, in adopting this Code of Ethics and accepting the principles:
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Shall provide supports and services as a
public trust which requires integrity, compassion's, and respect for
individual.
- Shall provide supports and services
in manner
that is sensitive to language and cultural differences and which
do not discriminate against individuals on the
basis of race, ethnicity, creed, religion, sex, age, sexual orientation,
national origin, or mental or physical
disability.
- Shall provide and promote supports and
services designed to meet the needs of the individuals with emphasis on
promoting choice, inclusion, growth, and
development.
- Shall respect the privacy of persons
served
and protect the rights confidentiality.
- Shall seek to prevent, and promptly
respond
to signs of abuse and/or exploitation, and shall not engage in
sexual, physical, or mental abuse.
- Shall serve as a responsible steward for
public and private, and individuals-supported funds.
- Shall be alert to situations that may cause
a conflict of interest or have the appearance of conflict. When a
real or potential conflict arises, action is
taken in the best interest of persons being supported, or ARS, but also
provides full disclosure.
- Shall fulfill commitments in good faith
and
in a timely manner, and shall conduct her/his obligations and
responsibilities on behalf of ARS with honesty,
integrity, and fairness.
- Shall utilize the Grievance Procedure as
presented in the ARS Personnel Policies to resolve allegations of
violations of this Code of Ethics.
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| AFFIRMATIVE ACTION POLICY |
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This Agency is an equal opportunity employer
and makes employment decisions on the basis of merit. We want
to have the best available persons in every job. Agency policy
prohibits unlawful discrimination based on race,
color, creed, sex, religion, marital status, age, national origin or ancestry,
physical or mental disability,
medical condition, sexual orientation, or any other consideration made unlawful by federal,
state or local laws.
All such discrimination is unlawful.
The Agency is committed to complying with all applicable laws providing equal
employment opportunities. This commitment
applies to all persons involved in the
operations of the Agency and prohibits unlawful discrimination by any employee of
the
Agency, including supervisors and co-workers.
To comply with applicable laws ensuring equal employment opportunities to qualified
individuals with a disability, the
Agency will make reasonable accommodations for the
known physical or mental limitations of an otherwise qualified individual
with a
disability who is an applicant or an employee unless undue hardship would result.
Any applicant or employee who
requires an accommodation in order to perform the
essential functions of the job should contact a Agency representative with
day-to-day
personnel responsibilities and request such an accommodation. The individual with the
disability should specify
what accommodation he or she needs to perform the job. The
Agency then will conduct an investigation to identify the barriers
that make it difficult
for the applicant or employee to have an equal opportunity to perform his or her job. The
Agency will
identify possible accommodations, if any, that will help eliminate the
limitation. If the accommodation is reasonable and
will not impose an undue hardship,
the Agency will make the accommodation. |