Page 15 - TMCF 2025 HR Team Manual

AMERICANS WITH DISABILITIES ACT
TMCF is committed to complying with all applicable provisions of the Americans with Disabilities Act (ADA) and similar laws within the District of Columbia.
It is TMCF’s policy not to discriminate against any qualified team member or applicant with regard to any terms or conditions of employment because of such individual’s disability or perceived disability, so long as the team member can perform the essential functions of the job with or without reasonable accommodation.
Consistent with this policy of nondiscrimination, TMCF will provide reasonable accommodations to a qualified individual with a disability who requires such accommodations and has formally requested the same, in accordance with the ADA and any other applicable law. Consistent with applicable law, it may be necessary to ascertain the team member’s physical or mental limitations and major life activity affected, if any, in order to verify one’s status as a qualified individual and the reasonableness of the accommodation being requested.
Team members who believe they need a reasonable accommodation to perform the essential functions of their job, or who have questions regarding this policy, should contact the human resources department.
OPEN-DOOR POLICY
TMCF promotes an atmosphere whereby team members can talk freely with the leadership of the organization. Team members are encouraged to openly discuss with their supervisor any questions or concerns so appropriate action may be taken. While TMCF encourages an open atmosphere, team members must adhere to proper hierarchical communication protocols. However, if a team member would prefer, the human resources department is available for consultation and guidance. Team members may also schedule a meeting with the president and CEO. This open-door policy is not, however, a substitute
for TMCF’s other policies with reporting requirements, such as the non- discrimination and anti-harassment policy.
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