Chattanooga Housing Authority

EEO and Eligibility

Text Box: EEO Policy Chattanooga Housing Authority does not discriminate in hiring or in any of the terms or conditions of employment because of an individual’s race, age, religion, gender, national origin, marital status, sexual orientation, veteran status, or disability. No job applicant or present employee is to be discriminated against because of these factors. It is the intent of this policy that equal opportunities will be provided as required by law, but not limited to the following circumstances: employment, promotion, demotion, transfer, wages, benefits, and all other privileges, terms, and conditions of employment. CHA will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship for CHA. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, discharge, and access to benefits and training. Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or the Human Resources Office. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to corrective action, up to and including discharge from employment. Eligibility CHA is committed to abiding by the guidelines of the Immigration Control and Reform Act of 1986.Each new or rehired employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Employees generally must be 18 years of age or older. Persons under 18 years of age may be hired only with the approval of the Executive Director and with presentation of all work permits required by law. There is no maximum age limitation for employment. Employees with questions or seeking more information on immigration law issues are encouraged to contact the Human Resources Office. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.
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