Virginia covered employers are required by law to include this model policy statement in their handbook to educate their employees on their rights to reasonable accommodations for disabilities.
Arizona employers should consider including this statement in their handbook. Arizona has a number of laws addressing discrimination and/or harassment, which differ in terms of what characteristics they protect and what employers are covered.
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 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.
District of Columbia employers seeking to educate employees about the availability of safety accommodations for victims of domestic violence, a sexual offense and stalking, as well as the family members of victims, and to demonstrate their compliance with the District of Columbia Human Rights Act should consider including this model policy statement in their handbook.
All Vermont employers should consider including this statement in their handbook to demonstrate their commitment to a workplace free of harassment and to comply with the Vermont law requiring distribution of a written policy.