Immigration Law Compliance

Reliant complies with all applicable United States immigration laws, including the Immigration Reform and Control Act of 1986, and will not knowingly hire or continue to employ anyone who does not have the legal right to work in the United States in accordance with applicable federal and state laws. Prior to commencing employment, and as an ongoing condition of employment, every newly hired employee must provide documentation establishing identity and eligibility for employment in accordance with federal law. Before commencing work, newly re-hired employees must also complete an I-9 form if they have not previously filed an I-9 with this organization, if their previous I-9 Form and/or documentation is more than three years old, or if their previous I-9 Form and/or documentation is no longer valid.  If documentation shows that an employee is authorized to work in this country for a limited period, the employee will be required to submit proof of renewed eligibility prior to the expiration of that period in order to remain employed with Reliant.

Reasonable Accommodation

Reliant staff who serve in ministerial or religious roles are exempt from the Americans with Disabilities Act (ADA).  However, Reliant is committed to providing reasonable accommodation to its employees and applicants for employment to ensure that individuals with disabilities enjoy equal access to all employment opportunities.  Reasonable accommodation will be considered on a case-by-case basis, with attention to the individual circumstances of the employee or applicant requesting the accommodation.  No accommodation will be provided if it imposes an undue hardship on Reliant or poses a direct threat to the health or safety of others.