REACH, Inc., is an equal opportunity employer.  It is our policy to provide equal employment opportunities to all qualified individuals regardless of race, color, creed, religion, national origin, sex, gender, age, disability, veteran status genetic information, family medical history sexual orientation gender identity, or other status protected by law.  If needed for employee to be able to perform the essential functions of a job, we will provide reasonable accommodation to qualified employees with a known protected disability or for an employee’s religious belief providing the accommodations does not cause undue hardship to REACH, Inc., or cause a direct threat to health and safety as defined by the Americans with Disabilities Act or applicable state law.

The American with Disabilities Act (ADA) is a comprehensive federal civil rights law that specifically protects individuals with physical and mental disabilities from discrimination in the workplace. Individuals are protected under the ADA if any of the following conditions exist:

• They currently have a physical or mental condition that substantially limits their ability to normally conduct a major life function (walking, seeing, hearing, breathing, etc.)

• They have a history of such impairment, and/or,

• They are perceived to have such impairment.

The ADA also prohibits discrimination based on an individual’s relationship to someone (parent, sibling, child, spouses/significant other, etc) with a disability.

REACH, Inc., offers equal employment opportunities for qualified individuals who may have a physical or mental disability, but are still able to perform essential job functions.  Essential functions are defined as the fundamental non-marginal duties of the position being held or sought.  A job function is essential if the position exits for the performance of the function, there are only a limited number of members available to perform it, or it is so highly specialized that an expert is required to perform it.

Reasonable accommodation is available to members and applicants if the accommodation doesn’t cause undue hardship on the organization.  Individuals protected by the ADA should discuss their needs for possible accommodation with their supervisors.