Stinson Morrison Hecker is committed to a policy of equal employment opportunity for all employees and applicants without regard to race, religion, color, age, sex, national origin, citizenship, disability, veteran status, sexual orientation, gender identity, gender expression, or any other category protected by federal, state or local law. "Sexual orientation" is the preferred term used when referring to an individual's physical and/or emotional attraction to the same and/or opposite gender. "Gender identity" refers to a person's innate, deeply felt psychological identification as male or female, which may or may not correspond to the person's body or designated sex at birth (meaning what sex was originally listed on a person's birth certificate). "Gender expression" refers to all of the external characteristics and behaviors that are socially defined as either masculine or feminine, such as dress, grooming, mannerisms, speech patterns and social interactions. Stinson Morrison Hecker complies with all federal, state, and local laws governing nondiscrimination in employment and expressly prohibits discrimination in the workplace.
Preventing discrimination is the responsibility of every employee. As such, Stinson Morrison Hecker expects all work relations to be business-like and professional, free of bias, prejudice and/or discrimination. This policy applies to all conditions of employment including but not limited to, hiring, placement, promotion, discipline, termination, transfer, leave of absence, compensation and training. Stinson Morrison Hecker will not tolerate any unlawful discrimination in the workplace and expects any employee who believes he or she has been subjected to discrimination to use the reporting procedure stated below. In addition, the firm will not tolerate retaliation or any adverse action because an employee complains of discrimination or because an employee provides information in connection with any such complaint.