Employment Policy

O’Connor Mortuary is committed to providing equal employment opportunities to all Employees and applicants without regard to race, religion (all aspects of religious beliefs, observance or practice, including religious dress or grooming practices), color, creed, sex (including pregnancy, childbirth, breastfeeding or related medical condition), genetic information, gender (including gender identity and gender expression), sexual orientation, national origin, ancestry, citizenship status, uniform service member status, veteran status, marital status, registered domestic partner status, age, protected medical condition (including cancer or a record or Issued June 2016 Prepared by ManagEase, Incorporated 34 history of cancer, and genetic characteristics), physical or mental disability or any other protected status in accordance with all applicable federal, state and local laws.

The Equal Employment Opportunity Commission also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. Discrimination can also include failing to reasonably accommodate religious practices or qualified individuals with disabilities where the accommodation does not pose an undue hardship. This Policy extends to all aspects of O’Connor Mortuary’s employment practices, including, but not limited to, recruiting, hiring, firing, promoting, transferring, compensation, benefits, training, leaves of absence, and other terms and conditions of employment, as well as providing wages at the same rate for one sex as those of the opposite sex, who perform substantially similar work (consisting of similar skill, effort and responsibility), under similar working conditions.

O’Connor Mortuary is also committed to complying with the laws protecting qualified individuals with disabilities. O’Connor Mortuary will provide a reasonable accommodation for any known physical or mental disability of a qualified individual with a disability to the extent required by law, provided the requested accommodation does not create an undue hardship for the Company and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the individual. If an Employee requires an accommodation to perform the essential functions of their job, the Employee must notify the Personnel Manager. Once the Company is aware of the need for an accommodation, the Company will engage in an interactive process to identify possible accommodations that will enable the Employee to perform the essential functions of the job.