Serving People With Disabilities Since 1972

AGENCY PROFILE

MISSION STATEMENT

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.

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.

ARS CODE OF ETHICS

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: 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.

AFFIRMATIVE ACTION POLICY

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.

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