New Mexico employers with four or more employees should include this statement in their handbook to educate employees about the availability of reasonable accommodations for pregnancy and pregnancy-related health conditions and to demonstrate compliance with New Mexico law.
New York employers seeking to educate employees about the availability of reasonable accommodations and to demonstrate compliance with New York and New York City law should consider including this model policy statement in their handbook.
New York employers seeking to inform employees, including supervisors, that the company engages in the cooperative dialogue required under New York City law for employees requesting or needing reasonable accommodations should consider including this model policy statement in their handbook.
New York covered employers seeking to educate employees about the availability of reasonable accommodations for pregnancy-related conditions, and to demonstrate compliance with New York law should consider including this model policy statement in their handbook.
New York employers seeking to inform employees, including supervisors, that the company will provide reasonable accommodations to victims of domestic violence, sex offenses or stalking should consider including this model policy statement in their handbook .
New York employers that have four or more employees, have employees working in New York City and that seek educate employees, including supervisors, about the New York City law prohibiting discrimination on the basis of gender identity and the practical, workplace-related implications of that law should consider including this model policy statement in their handbook.
Oregon covered employers seeking to educate employees about the availability of reasonable accommodations for pregnancy-related conditions and to demonstrate compliance with Oregon law should consider including this model policy statement in their handbook.
Maine employers seeking to educate employees about the availability of reasonable accommodations for pregnancy, childbirth or related medical conditions (including lactation), and to demonstrate compliance with Maine law should consider including this model policy statement in their handbook.
District of Columbia employers seeking to demonstrate compliance with District of Columbia law requiring that employers provide a written sexual harassment policy that includes certain elements, such as directions on reporting sexual harassment to management and the District of Columbia Office of Human Rights, should consider including this model policy statement in their handbook.