DRLC is pleased to announce Kathryn L. Tucker, Esq., as its new Executive Director and Director of Advocacy and Legal Affairs. Ms. Tucker joins DRLC from the national nonprofit organization Compassion & Choices, where she worked to improve patient rights and choice at the end of life as Director of Advocacy and Legal Affairs for two decades. She also served as lead counsel in two landmark end of life care cases before the United States Supreme Court, which established the right of dying patients to aggressive pain management.
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Disability Rights Legal Center (DRLC) is an equal employment opportunity employer. DRLC seeks both to comply with all applicable federal, state and local laws prohibiting employment discrimination and to maintain a diversified staff at all levels of the organization.
It is the policy of DRLC to provide equality of opportunity in employment as required by all applicable laws. DRLC will not unlawfully discriminate against employees or applicants on the basis of age, race, color, ancestry, national origin, religious affiliation, medical condition, physical or mental disability, veteran status, sex (including gender identity and pregnancy, childbirth and related medical conditions), sexual orientation, marital status, parental status, or any other basis prohibited by law. Existing DRLC personnel policies require all staff members to perform their jobs competently, efficiently, and in a manner that is consistent with the needs of DRLC.
Consistent with DRLC's mission, DRLC will comply with its legal obligations to seek to reasonably accommodate employees and applicants with disabilities, unless the employee or applicant is otherwise not qualified to safely perform all of the essential functions of the position.
An employee needing a reasonable accommodation should request the accommodation from the Director of Administration, and, if possible, identifying the reasonable accommodation needed. DRLC will make every effort to achieve a reasonable accommodation. DRLC will also make every effort to keep information contained in reasonable accommodation requests confidential.
It is the responsibility of every employee to conscientiously follow this non-discrimination policy. Failure to do so may lead to disciplinary actions, including termination.
Employees of DRLC may at any time to raise the issue of equal employment opportunity or discrimination with Center management. If you believe that you may have been subjected to discrimination in violation of this non-discrimination policy, DRLC encourages you to initially seek to resolve the situation informally through the Executive Director, your supervisor or a member of the Board of Directors. If you prefer not to initially seek an informal resolution, or if for any reason the situation is not or cannot be resolved informally, you may file a formal complaint as provided in Section V of each Employee’s Handbook.