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POSITION ANNOUNCEMENTS:
Office Coordinator/Options Assistant
The Disability Rights Legal Center is an equal employment opportunity employer. The Center 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 the Center to provide equality of opportunity in employment. The Center will not unlawfully discriminate against employees or applicants on the basis of such factors as 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 preference, marital status, parental status, or other status when these factors are unrelated to their capacity to perform the job and to advance the work and programs of the Center. Existing Center personnel policies require all staff members to perform their jobs competently, efficiently, and in a manner that is consistent with the needs of the organization.
Consistent with the Center’s mission, the Center 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, identifying the accommodation needed and the reason for the accommodation. The Center will 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 have a right at any time to raise the issue of equal employment opportunity or discrimination, if they believe that their rights have been violated. The complaint procedure is described in Section V of each Employee’s Handbook.