Equal Opportunity

We are committed to principles of equal opportunity for all job applicants and staff, recognizing that the organization and 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.

If an applicant or employee requests an accommodation for a physical, sensory, or cognitive disability, 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 Care Bears, which is the designated team that works on creating an inclusive work environment. Care Bears may require the staff member to provide medical information verifying the need for any requested accomodation as needed. The Care Bears will keep any such medical information in a confidential employment folder accessible only to limited staff. The Care Bears are empowered to make decisions jointly with the affected staff member about minor accommodations, and to decide what qualifies as a minor accommodation. For other than minor accommodations, the Care Bears will bring accommodation requests to the Internal Resilience Circle for processing (without revealing any accompanying confidential medical information). Care Bears and the Internal Resilience Circle will make a written record of any accommodation request and any resulting accommodations made, without naming the individual (unless they request to be named).

If an applicant or staff member is needing support that they're not sure is an "accommodation request," please let a Care Bear know—they can help you navigate the process! 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 will work to 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. So we will work to ensure that an employee's medical condition and/or work restrictions do not present a health or safety threat to others in the workplace. 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 others in the workplace may be probable in the future.

[AP Updated 01/15/26]

Update Log

[Updated 01/15/16 to Reflect proposals passed at GC on "rewrite of Inclusive Work Environment Policy that incorporates the role of Care Bears and the spearation of minor and major accomomdations]