Discrimination Policy

Bridge House is an Equal Opportunity Employer and is dedicated to the spirit and intent of equal employment opportunity. We prohibit unlawful discrimination based on age, race, color, creed, religion, sex (including pregnancy), gender identification, national, social or ethnic origin, family medical history or genetic information, age, physical or mental disability, marital, civil union or partnership status, past or present veteran status, or any other status as protected by state, local, or federal laws. This policy applies to all areas of employment and includes unlawful harassment based on any of these protected classes. Unlawful harassment includes verbal or physical conduct which has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. This policy applies to all employees, including managers, supervisors, co-workers, and non-employees such as program participants, vendors, consultants, etc. In the following sections, Bridge House highlights special and important specific applications of this policy.

Religious Accommodation
Bridge House will make reasonable accommodation for qualified individuals and employees whose work requirements interfere with a religious belief unless doing so would result in an undue hardship to Bridge House or a direct threat to Bridge House staff, residents, vendors, and residents. Employees needing such accommodation are instructed to contact their supervisor or the Human Resources department.

Anti-Racism, Anti-oppression, Diversity, Equity, and Inclusion
Recognizing and appreciating the diverse collection of identities, experiences, perspectives, and abilities of the employees, program participants and all others with whom we collaborate, Bridge House commits itself to enriching all employment and program participation experiences through the advancement of diversity, equity, inclusion, anti-racist, and anti-oppressive practices.

Bridge House looks to principles of diversity, inclusion, equity, anti-racism and anti-oppression to inform the development of our employees, program participants, community partnerships, and collaboration partners. Through these efforts, we aim to both improve and promote within our own staff, among all stakeholders, and in the broader community, awareness of and appreciation for differences including, but not limited to, age, race, color, gender identity, sexual orientation, national origin, documentation status, ethnicity, religion, culture, ability, disability and genetic information.

Bridge House stands against racism and discrimination in all forms as they undermine respect for individuals and our well-being and vitality. We strive to engage all stakeholders, especially those whose voices have historically been marginalized.

We will collaborate with employees, program participants, and public and private partners to co-create solutions that ensure everyone has the resources, supports, opportunities, and networks they need to thrive with a hope of creating more equitable communities.

Americans with Disabilities Act (ADA)
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA) are federal laws that protect applicants and individuals with disabilities and, when needed, that provide reasonable accommodations to otherwise qualified applicants and employees, so that they may perform the essential job duties of the position. Contact human resources (HR) with any questions or requests for accommodation.

Bridge House encourages you to make such requests in writing, although verbal requests are permitted, and include relevant information such as:

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

It is the policy of Bridge House to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is the company policy not to discriminate against qualified individuals with disabilities regarding application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment.

When an individual with a disability requests an accommodation and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workplace safety, he or she will be accommodated and given the same consideration for employment or program participation as any other applicant.

All employees and program participants are required to comply with the company’s safety standards.

Individuals who are currently using illegal drugs are excluded from coverage under the foregoing ADA policy. Employees, program participants, or those applying to become such who have opioid use disorder (OUD) and who are not engaged in the illegal use of drugs may notify Bridge House human resources (HR) and request an accommodation, including without limit medically assisted treatment (MAT).

Genetic Information Nondiscrimination Act (GINA)
GINA protects applicants and employees from discrimination based on genetic information in hiring, promotion, termination, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.

Bridge House respects all employees’ privacy in their genetic information and enforces a strict policy of nondiscrimination based on genetic information. Bridge House will never discriminate, harass, or retaliate based on genetic information when it comes to any aspect of employment. Bridge House will never request, require, or purchase genetic information. Additionally, Bridge House will never use genetic information to make an employment decision.

Fair Housing (FHA)
Bridge House is committed to compliance with all federal, state, and local fair housing laws. Bridge House will not discriminate against any person because of age, race, color, gender identity, sexual orientation, national origin, documentation status, ethnicity, religion, culture, ability, disability, genetic information or any other specific classes protected by applicable laws. Bridge House will allow any reasonable accommodation or reasonable modification based upon a disability-related need expressed by contacting human resources (HR).

Sexual Harassment
Because sexual harassment raises issues that are unique in comparison to other harassment, Bridge House believes it warrants separate emphasis.

Bridge House has a policy of “zero tolerance” with respect to unlawful sexual harassment. Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature, including any type of sexually oriented conduct, whether intentional or not, that is unwelcome and has the purpose or effect of creating a work environment that is hostile, offensive or coercive. Sexual harassment is also defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when:

  • Submission to such conduct is made explicitly or implicitly a term or condition of employment.
  • Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s employment.
  • Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

All employees are expected to always conduct themselves in a professional and businesslike manner. Conduct which may
violate this policy includes, but is not limited to, sexually implicit or explicit communications whether in:

  • Written form, such as cartoons, posters, calendars, notes, letters, videos, URLs, images in any format, or e-mail.
  • Verbal form, such as comments, jokes, or foul or obscene language of a sexual nature, gossiping or questions about another’s sex life, or repeated unwanted requests for dates.
  • Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, or brushing up against another’s body.

Complaint Procedure
If you experience or witness sexual or other unlawful harassment in the workplace, you must report it promptly to your supervisor or any member of management or Human Resources. If you believe there has been a violation of the above-outlined protective policies, including harassment based on the protected classes outlined above, please use this complaint procedure. Bridge House expects employees to make a complaint within a timely manner to enable Bridge House to investigate and correct any behavior that may be in violation of this policy. Allegations of sexual harassment will be quickly and discreetly investigated.

Report the incident to your supervisor or to human resources (HR) or to the CEO, who will investigate the matter and take corrective action as may be appropriate. The initial report can be verbal, but you may be asked to file a written report as well. Your complaint will be kept as confidential as practicable and consistent with applicable law. If you prefer not to go to either of these individuals with your complaint, you should report the incident to the Chair of the Board of Directors.

Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action. Anyone engaging in sexual or other unlawful harassment or discrimination will be subject to disciplinary action, up to and including termination of employment.


Bridge House will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigation of reports in accordance with this policy.


Ready to Work Logo