Community Living Association Personnel Policies

Subject Area: Community Living Association Personnel Policies
Policy Title: Equal Opportunity in Employment
Policy Number: 3010
Responsible Office: Human Resources
Revised: 3/19

CLA will strive to:

CLA provides equal opportunity in employment and participation and does not discriminate in any employment practices for all job applicants, employees, and board members regardless of race, color, ethnicity, citizenship, national origin, religion, age, sex, sexual orientation, gender identity or expression; or physical, developmental, intellectual, and/or mental disability, veteran/military status, or other impermissible criteria.  CLA conducts all employment practices and programs in accordance with Title VI of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1975, Americans with Disabilities Act (ADA), and the Maine Human Rights Act (MHRA).  All substantiated complaints of violations shall be assessed by the agency and actions shall be taken to achieve compliance.  DHHS will be notified of complaints pursuant to the above cited laws which result in a finding of reasonable grounds by an external regulatory body.

  • Make a reasonable effort to have an internal workforce that is representational of the local labor market and available external workforce.
  • Provide equal opportunity in recruitment, selection, job assignment, pay, benefits, training, evaluation, promotion, recognition, social opportunities, layoff, corrective actions, and termination.
  • Ensure promotion opportunities are related only to job requirements for educational background, employment experience, skills, licenses, merit, job performance, bonafide occupational qualifications, and ability to perform the essential functions of the job with or without reasonable accommodation.
  • Make a reasonable effort to provide opportunities for the success of job applicants and employees through appropriate selection, job assignment, training, career counseling, succession planning, and promotion.
  • Encourage individuals to identify their potential for reassignment, relevant training opportunities, and promotion.
  • Provide job analysis and/or reasonable reconstruction to meet the specific needs of job applicants and employees with disabilities.
  • Ensure barrier-free construction when selecting new office, business, residential, service, or training sites.

Reasonable Accommodations:

CLA will make any possible accommodations so that people with disabilities are able to access services.

CLA will make a reasonable effort to provide reasonable accommodations to qualified individuals with disabilities when such accommodations are directly related to performing the essential functions of a job, competing for a job, promotion; and to enjoy equal pay and benefits, privileges of employment, and an equal employment opportunity.

“Reasonable accommodation” is defined as the modification of the workplace or work requirements to permit the individual to perform the essential functions of the job unless those accommodations would create an undue hardship on the employer.  An “undue hardship” is defined as an action that is unduly costly, extensive, substantial, disruptive, or would fundamentally alter the nature or operation of the organization.

CLA job applicants or employees may request a reasonable accommodation from any supervisor, manager, or director.  CLA will make a reasonable effort to support the request and make the accommodation as long as it does not impose an undue hardship on the operation of the organization and/or lower safety and quality standards.  All requests for reasonable accommodations, related information, and documents are the responsibility of the Director, Human Resources.