1. Recruiting and Hiring

101 Business Ethics and Conduct

The WRLC will comply with all applicable laws and regulations and expects its directors, managers, supervisors, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, violent, dishonest, or unethical conduct.

If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed with your immediate supervisor, department director, Director of Finance and Administration or the Executive Director.  

If any employee reasonably believes that some policy, practice, or activity of The Washington Research Library Consortium (“WRLC”) is illegal or dishonest, a written complaint must be filed by that employee with the person(s) listed in the Whistleblower Policy. Federal and state laws, as well as WRLC’s Whistleblower Policy (see below) protect employees who file reports of activities that are reasonably believed to amount to the commission of an offense or possible offense that would violate federal or state laws. 

102 Equal Employment Opportunity

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at the WRLC will be based on merit, qualifications, and abilities. The WRLC does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, matriculation, political affiliation, genetic information, disability, source of income, sealed eviction record, status as a victim of an intrafamily offense, place of residence or business, status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking, homeless status, or any other characteristic protected by law. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor, department director, Director of Finance and Administration, or the Executive Director. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

103 Disability Accommodations

The WRLC is committed to complying fully with the Americans with Disabilities Act (ADA) and ensuring equal opportunity in employment for qualified persons with disabilities.  The Consortium prohibits discrimination on the basis of disability in regard to all employment practices or terms, conditions and privileges of employment. Consistent with this policy and applicable law, upon an employee’s request, the Consortium will make reasonable accommodation to the known physical or mental impairments of qualified applicants or employees who are able to perform the essential functions of the job, unless the accommodation would cause an undue hardship on the Consortium’s business. If you feel that you have a need for an accommodation, please contact the Director, Finance and Administration or the Executive Director, who will seek additional appropriate information in accordance with applicable law.

Employees are responsible for requesting reasonable accommodation and may do so by contacting the Director, Finance and Administration or the Executive Director, who will seek additional appropriate information in accordance with applicable law. The Consortium requires its employees to make any requests for reasonable accommodations in writing and to include relevant information such as: 

  • A description of the accommodation you are requesting. 
  • The reason you need an accommodation. 
  • How the accommodation will help you perform the essential functions of your job. 

 

After receiving your oral or written request, the Consortium will engage in an interactive dialogue with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations.  The Consortium encourages you to suggest specific reasonable accommodations that you believe would allow you to perform your job.  However, the Consortium is not required to make the specific accommodation requested by you and may provide an alternative, effective accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on the Consortium.

The Consortium may ask for supporting documents from you or a health care provider substantiating a disability that necessitates a reasonable accommodation. Failure to provide requested information may delay accommodations or result in a denial of your request for a reasonable accommodation. The Consortium will keep confidential any medical information obtained in connection with a request for a reasonable accommodation.

The Consortium makes determinations about reasonable accommodations on a case-by-case basis considering various factors and based on an individualized assessment in each situation. The Consortium strives to make determinations on reasonable accommodation requests expeditiously and will inform the individual once a determination has been made. If you have any questions about a reasonable accommodation request you made, please contact your manager. 

Individuals will not be retaliated against for requesting an accommodation in good faith. The Consortium expressly prohibits any form of discipline, reprisal, intimidation, or retaliation against any individual for requesting an accommodation in good faith. 

The WRLC is also committed to not discriminating against any qualified employees or applicants because they are related to or associated with a person with a disability. The WRLC will follow any state or local law that provides individuals with disabilities greater protection than the ADA.

This policy is neither exhaustive nor exclusive. The WRLC is committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws.

104 Pregnancy Accommodations

The WRLC is committed to complying fully with the Pregnant Workers Fairness Act (PWFA) and ensuring equal opportunity in employment for pregnant employees. WRLC shall provide covered employees with reasonable accommodations to address an employee’s known limitations that are related to, affected by, or arise out of pregnancy, childbirth, or related medical conditions, unless the accommodation will cause WRLC an undue hardship. Employees are responsible for requesting a reasonable accommodation and may do so by contacting the Director, Finance and Administration or the Executive Director, who will seek additional appropriate information in accordance with applicable law. WRLC shall follow the same process outlined in Section 104 (Disability Accommodations) of this Employee Handbook when evaluating a request for a reasonable accommodation related to pregnancy, childbirth, or a related medical condition. 

WRLC shall also comply with state laws regarding breastfeeding and break time to express milk.

105 Immigration Law Compliance

In compliance with federal law, the WRLC is committed to employing only United States citizens and persons who are authorized to work in the United States. The WRLC does not unlawfully discriminate on the basis of citizenship or national origin.

Each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.

Employees with questions or seeking more information on immigration law issues are encouraged to contact the Director of Finance and Administration.  

106 Employment of Family Members

Employment decisions are based on individual merit and job qualifications. The WRLC will consider employment of family members (i.e. persons related by blood, adoption, or marriage or whose relationship with the employee is similar to that of persons who are related by blood or marriage) in different departments; however, individuals may not directly supervise family members or participate in employment, pay, or other decisions concerning a family member that may present a real or perceived conflict of interest. Employees must inform their immediate supervisor, Director, Director of Finance and Administration or the Executive Director of potential or existing situations involving employment of family members.  

There may be occasions when temporary, part-time help is required and a family member is available and qualified to perform work for the WRLC. On these occasions, the hiring of family members must be approved by the Executive Director in advance, and appropriate measures shall be put into place to ensure the integrity of the employment arrangement.

107 Relocation Expenses

The WRLC generally does not pay moving and relocation expenses for newly hired individuals. Exceptions may be made at the discretion of the Executive Director.



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