The Agency is committed to the concept and practice of equal employment opportunity in hiring, employment, and promotional decisions. The Agency seeks to employ and advance the best qualified applicant and employee without regard to race (including traits historically associated with race, such as hair texture and hairstyles), protective hairstyles (including but not limited to such hairstyles as braids, locs, and twists), religious creed (including religious dress and grooming practices), color, national origin, ancestry, physical or mental disability, medical condition (including cancer or genetic characteristics), genetic information, marital status (including registered domestic partnership status), sex and gender (including pregnancy, childbirth, lactation and related medical conditions), gender identity and gender expression, transgender status (including whether or not one is transitioning, has transitioned, or are perceived to be transitioning to the gender with which they identify), age (40 and over), sexual orientation, military or veteran status, reproductive health decision-making (including, but not limited to, a decision to use or access a particular drug, device, product, or medical service for reproductive health), off-site and off duty cannabis use, and any other consideration protected by federal, state or local law (collectively referred to as “protected characteristics”).

The Agency shall not require, as a condition of employment, continued employment, or a benefit of employment, the disclosure of information relating to an applicant’s or employee’s reproductive health decision making.

The Agency also prohibits discrimination arising from the use of automated or algorithmic decision-making tools in employment decisions and will monitor such tools to ensure compliance with state and federal anti-discrimination laws.

The Agency prohibits sexual harassment and the harassment of any individual on any of the other bases listed above. For information about the types of conduct that constitute impermissible harassment and the Agency’s internal procedures for addressing complaints of harassment, please refer to the Policy Against Harassment located on the last page of this Handbook.

It is the responsibility of every supervisor and employee to conscientiously follow this policy. Any employee having any questions regarding this policy should discuss them with the Human Resources Director or designee.