3.2 | Disability Accommodation

In keeping with CTC’s EEO policy, and consistent with applicable law, we’ll make reasonable accommodations for otherwise qualified individuals (both applicants and Entrepreneur s) with known physical or mental disabilities, unless it’d result in an undue hardship. The need for these accommodations is assessed on a case-by-case basis, and Human Resources in the Differentiation Department is open to having discussion about potential reasonable accommodations, all you’ve gotta do is bring it up (in general, it’s your responsibility to contact Human Resources in the Differentiation Department  if you believe an accommodation is needed). Once you have indicated that you believe an accommodation is needed, Human Resources in the Differentiation Department will engage with you to create an interactive process to as to the type of accommodation you believe may be necessary, and/or as to the functional limitations caused by your disability. 

In some instances, CTC may need your permission to confirm the existence of the condition, its limitations in the workplace, and possible reasonable accommodations, if any, through verification with your health care provider, but it shouldn’t be too involved of a process. We just ask that you work with us to get this info if needed. 

Lactation Accommodation: We love our mamas and their growing families. If you’re coming back from a maternity leave, CTC is happy to provide a reasonable amount of break time to accommodate for pumping. Wherever possible, the break time must run concurrently with any break time already provided to you, and in such circumstances will be paid. If such break time does not run concurrently with your normal break times, such time may be unpaid. We have a lactation room on site for our moms to make the time private, secure and comfortable. 

Entrepreneurs who have any questions about the Company’s disability accommodation policy should contact Human Resources in the Differentiation Department  to discuss further.