Reports & Policies
Rogue Retreat is a 501(c)3 nonprofit incorporated in Oregon.
Employer Identification Number (EIN): 93-1261999
Rogue Retreat is committed to equity, diversity, and inclusion. To Rogue Retreat, equity means creating conditions that enable everyone to reach their full potential.
Rogue Retreat provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, we comply with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Rogue Retreat 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. Improper interference with the ability of our team to perform their job duties may result in discipline up to and including discharge.
Rogue Retreat is committed to complying fully with the Americans with Disabilities Act (ADA) and other applicable federal, state, and local laws. We are also committed to ensuring equal opportunity in employment for qualified persons with disabilities. We make our employment decisions based on the merits of the situation in accordance with defined criteria, not the disability of the individual. Further, the Company is committed to not discriminating against any qualified employee or applicant because the person is related to or associated with a person with a disability.
Reasonable accommodation is available to an employee with a disability when the disability affects the performance of job functions. If you are currently disabled or become disabled during your employment and need reasonable accommodation, you should contact Human Resources to assist you with evaluating reasonable accommodations that may enable you to perform the essential functions of your job.