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Our Equal Employment Opportunity statement

The District is an Equal Employment Opportunity employer and is therefore committed to providing equal employment opportunities for all persons regardless of characteristic of a protected class. The District defines protected class to include race, color, ancestry, national origin, language, religion, citizenship status, sex, pregnancy (including childbirth, lactation, and related health conditions), age (40 and older), marital status, sexual preference or orientation, gender identity/expression, military/veteran status, disability, genetic information (including testing and characteristics), membership in a collective bargaining unit, status with regard to public assistance, political affiliation, the basis of association with an individual that falls into a protected class, and/or any other status protected under applicable law or regulation.

Equal opportunity extends to all aspects of the employment relationship, including but not limited to hiring, transfers, promotions, training, terminations, working conditions, compensation, benefits and other terms and conditions of employment.
The District respects the religious beliefs and practices of all applicants and employees and will make, upon request, an accommodation for such observances when a reasonable accommodation is available that does not create an undue hardship on the District’s business operations.

Employees whose religious beliefs or practices conflict with their job, work schedule, with the District’s policy or practice on dress and appearance, or with other aspects of employment and who seek a religious accommodation, should submit a written request for the accommodation to their immediate supervisor. Applicants should submit a written request for accommodation to the Human Resources department. The written request should include the type of religious conflict that exists and the requested accommodation.
Applicants and employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of Human Resources and can do so by contacting HR Direct by email at HRdirect@neorsd.org or by phone at 216-881-6600 ext. 6444. Applicants and employees can raise concerns and make reports without fear of retaliation.

Employees should refer to the District’s Americans with Disability Act (ADA) policy (section 100.03 of the Employee Handbook) for requests for reasonable accommodation of disabilities. Applicants or employees in need of an accommodation should contact HR Direct for assistance.