The MLA’s Policies against Discrimination and Harassment
The MLA is committed to hosting a convention that is inclusive and welcoming for all. With that goal in mind, we want to highlight the MLA’s equal employment opportunity (EEO) policies and policies against discrimination and harassment.
The MLA is an equal opportunity employer and is committed to complying with all federal, state, and local EEO laws. The MLA prohibits discrimination in employment, including discrimination in the form of harassment, against any person, including employees and applicants for employment, on the basis of race or color, religion or creed, alienage or citizenship status, sex (including pregnancy), national origin, age, sexual orientation, gender identity or expression, disability, marital status, familial status, domestic partnership status, genetic information or predisposing genetic characteristics, military status, domestic violence victim status, criminal history, or any other characteristic protected by law. This policy applies to all the MLA's activities, including, but not limited to, recruitment, hiring, compensation, assignment, training, promotion, performance evaluation, discipline, and discharge.
Sexual harassment (such as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature) is a specific type of discriminatory harassment and is prohibited. The MLA has policies in place to ensure that any violations involving MLA employees will be handled in an appropriate manner. The MLA also complies with all applicable federal, state, and local laws regarding the prevention of sexual harassment in the workplace. If you believe you have been subjected to unlawful discrimination by an MLA employee, please contact Samantha Bowens, Terrence Callaghan, Daniel Connor, or Angela Gibson.
The MLA provides reasonable accommodation consistent with the law to otherwise qualified employees and applicants with needs related to their religious observance or practices; pregnancy, childbirth, or related conditions; or status as a victim of domestic violence, sex offenses, or stalking. What constitutes a reasonable accommodation depends on the circumstances and thus is addressed by the MLA on a case-by-case basis.
The MLA reminds participants in the convention that federal, state, and local laws prohibit discrimination in employment, including discrimination in the form of harassment, against any person. Please ensure that all individuals in your organization who are participating in the MLA’s convention as your representatives are made aware of and understand that they must comply with all applicable federal, state, and local laws.