Chestnut Hill Benevolent Association may by law apply the test of religious qualification to its employment policies. Those who meet this requirement and are otherwise qualified will be hired, promoted, and transferred without regard to their race, color, creed, national origin, sexual orientation, gender identity, ancestry, sex, age, disability or genetic information*, veteran status, military service, and any other protected class.
Massachusetts General Laws c.151B defines “genetic information” as any written record or explanation or explanation of a genetic test of a person’s family history with regard to the presence, absence or variation of a gene. A genetic test is broadly defined as “any test of DNA, RNA, mitochondrial DNA, chromosome or proteins for the purpose of identifying genes or genetic abnormalities.” The law expressly excludes drug and alcohol tests from the definition, meaning that employers may continue to conduct such tests in accordance with existing legal requirements.
These new statutory provisions specifically prohibit employers from (1) terminating or refusing to hire individuals on the basis of genetic information; (2) requesting genetic information concerning employees, applicants or their family members; (3) attempting to induce individuals to undergo genetic tests or otherwise disclose genetic information; (4) using genetic information in any way that affects the terms and conditions of an individual’s employment; or (5) seeking, receiving or maintaining genetic information for a non-medical purpose.
Nothing on this application is intended to create or imply a contractual relationship. All employment with Chestnut Hill Benevolent Association is at-will, which means that the employer or employee may terminate employment at any time with or without cause. Applicants also acknowledge that they are not being employed for any specific term.
The applicant understands that consideration for employment is conditioned upon the results of a reference check, and that the employer is authorized to investigate all statements made by the applicant on the application and to contact former employers and references.
It is expected that all applicants are able to perform the essential functions of the position for which they apply. Reasonable accommodation will be made for qualified individuals with disabilities to the extent required by law.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Hiring is contingent upon our receipt of appropriate documentation of your eligibility for employment in the United States.
Please sign below to affirm that the information provided is true and to acknowledge that you have read the above information and agreement carefully.