EmploymentHandbook-UpdatedMay2024-2

Collectively, all of these protected characteristics or categories may also be referred to in this policy as “Protected Categories.”

The Firm will not tolerate any unlawful discrimination or retaliation, and any such conduct is prohibited.

Americans with Disabilities Act and Americans with Disabilities Act Amendments Act Venable is firmly committed to complying with all applicable federal and state laws designed to ensure equal employment opportunities for qualified individuals with disabilities. Consistent with this policy, the Firm will make reasonable accommodations for known physical or mental limitations of qualified applicants or employees who are able to perform the essential functions of their job, unless the accommodation poses undue hardship for Venable’s business. Requests for Accommodation Requests for accommodations include disability accommodation, religious accommodation, accommodation related to pregnancy or childbirth (and any related medical conditions), as well as accommodations to address needs as a victim of domestic violence, sex offenses, or stalking. Such requests should be directed to Human Resources. The Firm will engage with the individual requesting accommodation, either in writing or orally, within a reasonable time frame. The dialogue will address potential accommodations without creating undue hardship for the Firm, including alternatives to the requested accommodation and any difficulties the potential accommodation may pose

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