Equal Opportunity Policy

We are committed to principles of equal opportunity for all job applicants and staff, recognizing that all employees will benefit from an accessible, inclusive work environment. In keeping with these principles, the Law Center encourages employment of people with disabilities and does not engage in discrimination based on any protected characteristic, including an individual’s disability. We commit to compliance with state and federal disability anti-discrimination laws as a starting point in creating a sustainable and inclusive work environment.

Upon learning of an applicant or employee’s physical, sensory, or cognitive impairment, the Law Center will participate in timely, good faith, and interactive processes to determine effective, reasonable accommodations that, at a minimum, will allow them to perform the essential functions of the position. Individuals who seek to discuss an inclusive work environment or a disability accommodation should reach out to the Internal Resilience Circle, which is the designated team that works on creating an inclusive work environment. The Internal Resilience Circle will make a written record of any request and resulting accommodations made.

This policy applies to all applicants and employees and extends to all aspects of the organization’s employment practices, including recruiting, hiring, discipline, termination, promotions, transfers, compensation, benefits, training, leaves of absence, and other terms and conditions of employment.

Employees with Life Threatening Illnesses

We recognize that employees with life threatening illnesses including, but not limited to, cancer, heart disease, and AIDS may wish to continue to engage in as many of their normal pursuits as their condition allows, including work. We will provide support and reasonable accommodation consistent with State and Federal laws. As long as these employees are able to meet acceptable performance standards, and medical evidence indicates that their conditions are not a threat to themselves or others, we should be sensitive to their conditions and ensure that they are treated consistently with other employees. At the same time, we have an obligation to provide a safe environment for all staff. Every precaution should be taken to ensure that an employee's condition does not present a health or safety threat to others in the work environment. It is the employee’s responsibility to tell the Law Center if and when they have any medical restrictions that would prevent them from performing the essential functions of their job, with or without reasonable accommodation, and when potential harm to co-workers or customers may be probable in the future.