Employment Laws and Regulations

It is the policy of the Village to operate in compliance with all applicable federal and state laws and regulations, including but not limited to the following:

The Health Insurance Portability and Accountability Act of 1996 (HIPAA). HIPAA offers protections for employees that improve portability and continuity of health insurance coverage. This legislation provides protections for the privacy of employee’s protected health information. Protected health information does not pertain to all health information; it only includes information that the employer receives directly from a medical facility, doctors’ office and/or the health insurance carrier. 

Equal Employment Opportunity (“EEO”). The Village does not discriminate based on race, color, sex, religion, disability, national origin, ancestry, sexual orientation, familial status, age, genetics or any other protected characteristic as established by local, state or federal law. This policy of EEO applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, termination and all other terms and conditions of employment. The Village expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. 

Title VII of the Civil Rights Act of 1964, as amended, for all current and prospective employees without regard to race, color, religion, sex (including pregnancy), national origin, or any characteristic protected by law. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship to the Village. In order to provide equal employment and advancement opportunities to all individuals, employment decisions at the Village will be based on merit, qualifications, and abilities.

The Americans with Disabilities Act of 1990 (ADA) and all amendments. Reasonable accommodation will be made for qualified individuals with known disabilities unless doing so would result in an undue hardship to the Village. This policy governs all matters related to recruitment, advertising, initial selection of employment, and all other aspects of employment including, but not limited to, compensation, promotion, demotion, transfer, lay-offs, terminations, leave of absence, and training opportunities.