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“Our ethical principles are the values that set the ground rules for all that we do as employees of BurkeyLoan Inc. As we seek to achieve responsible commercial success, we will be challenged to balance these principles against each other, always mindful of our promise to shareholders that we will achieve responsible commercial success.
The Ethical Principles Are:
- HONESTY: We will not say things that are false. We will never deliberately mislead. We will be as candid as possible, openly and freely sharing information, as appropriate to the relationship.
- PROMISE-KEEPING: We will go to great lengths to keep our commitments. We will not make promises that can’t be kept and we will not make promises on behalf of the Company unless we have the authority to do so.
- FAIRNESS: We will create and follow a process and achieve outcomes that a reasonable person would call just, evenhanded and nonarbitrary.
- RESPECT FOR OTHERS: We will be open and direct in our communication, and receptive to influence. We will honor and value the abilities and contributions of others, embracing the responsibility and accountability for our actions in this regard.
- COMPASSION: We will maintain an awareness of the needs of others and act to meet those needs whenever possible. We will also minimize harm whenever possible. We will act in ways that are consistent with our commitment to social responsibility.
- INTEGRITY: We will live up to BurkeyLoan’s ethical principles, even when confronted by personal, professional and social risks, as well as economic pressures.”
ANTI – DISCRIMINATOIN policy
BurkeyLoan Inc. is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, BurkeyLoan Inc. expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment.
BurkeyLoan Inc. has developed this policy to ensure that all its employees can work in an environment free from unlawful harassment, discrimination and retaliation. BurkeyLoan Inc. will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.
Any employee who has questions or concerns about these policies should talk with the director of human resources or a member of the personnel practices committee.
These policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions. In other words, no one should make the mistake of engaging in discrimination or exclusion to avoid allegations of harassment. The law and the policies of BurkeyLoan Inc. prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and perquisites of employment. The prohibitions against harassment, discrimination and retaliation are intended to complement and further those policies, not to form the basis of an exception to them.
Equal employment opportunity
It is the policy of BurkeyLoan Inc. to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law. BurkeyLoan Inc. prohibits any such discrimination or harassment.
BurkeyLoan Inc. encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of BurkeyLoan Inc. to promptly and thoroughly investigate such reports. BurkeyLoan Inc. prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, “sexual harassment” is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: a) quid pro quo and b) hostile work environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that: a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities.
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment by e-mail, phone (including voice messages), text messages, social networking sites or other means.
Individuals and Conduct Covered
These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or by someone not directly connected to BurkeyLoan Inc. (e.g., an outside vendor, consultant or customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.
Reporting an Incident of Harassment, Discrimination or Retaliation
BurkeyLoan Inc. encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor, any member of the personnel practices committee, human resources or any ombudsman. See the complaint procedure described below.
In addition, BurkeyLoan Inc. encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. BurkeyLoan Inc. recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.
Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, human resources, any member of the personnel practices committee or any ombudsman.
BurkeyLoan Inc. encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.
Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as BurkeyLoan Inc. believes appropriate under the circumstances.
If a party to a complaint does not agree with its resolution, that party may appeal to BurkeyLoan Inc.’s executive director or the chief operating officer.
False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.
BurkeyLoan Inc. has created this privacy statement in order to demonstrate our firm commitment to privacy.
What personal information is being collected?
Unless this web site asks for specific personal information in order to respond to requests for information or to register uses for particular services, only the following information will be collected when you use this site: your server address; the date and time of your visit to the site; the pages you accessed and the documents downloaded; · the previous site you visited; and the type of browser you are using. This information is collected for statistical purposes and to enable us to improve the navigation functions of our web site.
Who is collecting personal information?
Where this site specifically asks for your personal information (for example to respond to requests for information or to register users for particular services), your personal information will only be collected by staff of BurkeyLoan Inc. who have responsibility for responding to such requests or administrating such registrations.
How is personal information used?
Personal information collected on this web site will only be used for the purposes stated at the time of collection. Your personal information will not be forwarded to any third party, added to a third party mailing list or used for any other purpose without your consent.
Cookies can be either “continued” or “session” based. Continued cookies are stored on your computer, contain an expiration date, and may be used to track your browsing behavior upon return to the issuing web site. Session cookies are short-lived, are used only during a browsing session, and expire when you quit your browser. Upon closing your browser, the session cookie set by this web site is destroyed and no personal information is maintained which might identify you should you visit our web site at a later date. Access to personal information collected on this site unless required by law to do so BurkeyLoan Inc. will only disclose personal information collected on this site to a third party if consent has been provided.
Security of personal information collected on this site
This site does not provide facilities to guarantee the secure transmission of information across the Internet. Reasonable efforts are used to provide security, however, users should be aware that there are inherent risks in the transmission of information across the Internet.
Links Outside Our Site
These sites may on occasion provide links to other sites for your convenience or additional information. BurkeyLoan Inc. is not responsible for any content or practices of these sites.
Site Visitor Rights
You can request access to the personal information (if any) that we keep on record. If you believe any information that we keep on record is incorrect or out of date you may request that it be corrected. There is no fee for requesting access to your information, however, we may charge you the reasonable cost of processing your request.
FAIR HOUSING ACT
UNDER THE FEDERAL FAIR HOUSING ACT, IT IS ILLEGAL, ON THE BASIS OF RACE, COLOR, NATIONAL ORIGIN, RELIGION, SEX, HANDICAP, OR FAMILIAL STATUS (HAVING CHILDREN UNDER THE AGE OF 18), TO:
Deny a loan for the purpose of purchasing, constructing, improving, repairing, or maintaining a dwelling, or to deny any loan secured by a dwelling; or Discriminate in fixing the amount, interest rate, duration, application procedures, or other terms or conditions of such a loan, or in appraising property.
EQUAL HOUSING LENDER/EQUAL OPPORTUNITY LENDER
We are an Equal Housing Lender/Equal Opportunity Lender. As an Equal Housing Lender/Equal Opportunity Lender, we do not discriminate on the basis of race, color, national origin, religion, sex, handicap or familial status (having children under the age of 18).
EQUAL CREDIT OPPORTUNITY ACT
UNDER THE EQUAL CREDIT OPPORTUNITY ACT, IT IS ILLEGAL TO DISCRIMINATE IN ANY CREDIT TRANSACTION:
On the basis of race, color, national origin, religion, sex, marital status, or age; Because income is from public assistance; or because a right has been exercised under the Consumer Credit Protection Act.
EQUAL OPPORTUNITY EMPLOYMENT
We are an Equal Opportunity Employer. As an Equal Opportunity Employer, we do not discriminate on the basis or race, color, religion, national origin, sex, age, marital status, disability or veteran status. It is our goal to make employment decisions that further the principle of equal employment opportunity by utilizing objective standards based upon an individual’s qualifications for a specific job opening.
HOME MORTGAGE DISCLOSURE ACT
UNDER THE HOME MORTGAGE DISCLOSURE ACT, IT IS THE DUTY OF DEPOSITORY INSTITUTIONS
The number and total dollar amount of mortgage loans which were (A) originated (or for which the institution received completed applications), or (B) purchased by that institution during each fiscal year.
For further information about this Privacy Statement contact email@example.com .