LEgal Policies
Equal Employment Opportunity Policy
MetroWest Staffing is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.
EQUAL EMPLOYMENT OPPORTUNITY POLICY
MetroWest Staffing (“MWS” or “The Company”) is firmly committed to creating a climate where the different perspectives that diversity brings to the business are valued. Attracting and developing a diverse workforce that reflects the communities we serve is at the foundation of this goal. Viewing diversity as an asset is essential in cultivating a workforce that reflects the changing face of the United States.
MWS is an equal opportunity employer, and it is a continuing policy of MWS to afford equal employment opportunities in all aspects of employment (including but not limited to job selection, hiring, promotion, termination, compensation, training and benefits) to all individuals without regard to race, color, religion, sex or gender (including pregnancy, childbirth and related medical conditions), gender identity or expression (including transgender status), national origin, ancestry, sexual orientation, marital status, age, physical or mental disability, military or veteran status, citizenship or immigration status, genetic information, and any other characteristic protected by applicable federal, state, or local law or ordinance (“Protected Characteristics”).
Employment decisions will be based on the principles of equal employment opportunity and with the intent to further the Company’s commitment to diversity and equal employment. All applicants for employment and employees of MWS may exercise their rights under this Policy or Federal, State or local laws at any time.
AMERICANS WITH DISABILITIES ACT
Pursuant to the Americans with Disabilities Act (ADA), the ADA Amendments Act, and our own internal policies and culture, MWS will endeavor to provide reasonable accommodation to qualified individuals with known disabilities upon request in order to enable them to apply or perform the essential functions of their job, so long as the accommodation does not impose an undue hardship. We will engage in an interactive dialogue with all individuals requesting accommodations. Some examples of potential accommodations include providing assistive devices, reassignment to a different position, and/or finite periods of leave; however, each situation and position is unique and will be analyzed individually to ensure that both an accommodation can be provided and that no undue hardship occurs as a result.
An applicant or employee who believes they require an accommodation in order to apply or perform the essential functions of the job should contact the employee’s MWS Representative and/or email info@metroweststaffing.com. The individual should specify what accommodation they believe is needed. To the extent medical records are required to evaluate a reasonable accommodation, MWS will preserve the confidentiality of such medical records. During the period when MWS is reviewing the individual’s request, information concerning the disability will be shared only with those who have a business need to know. If it will not impose an undue hardship, an accommodation will be made or an alternative accommodation will be proposed.
MWS does not deny employment to or discriminate against individuals with disabilities, and it will not retaliate against individuals for requesting an accommodation. MWS prohibits discrimination against job applicants in employment screening and hiring processes. MWS provides job applicants with reasonable accommodations in the screening and hiring processes, including reasonable accommodations regarding the administration and use of any pre-employment test. When alerted to the need for accommodation, MWS will engage job applicants in the interactive process to provide reasonable accommodation.