EEO Policy



Nixon Peabody LLP is an equal opportunity employer. All employees of the firm are selected on the basis of their merit. In accordance with applicable law, the firm does not and will not discriminate against any job applicant or employee in any decision regarding employment, including recruitment, hiring, termination of employment, employee selection, training, promotion, compensation, and benefits on the basis of gender, race, color, religion, national origin, ancestry, age, marital status, sexual orientation, pregnancy, physical or mental disability, citizenship, veteran status, gender expression and/or identity, or any other class protected by federal, state, or local laws.

The Chief Human Resource Officer is the EEO Coordinator for the firm and is responsible for compliance with local, state, and federal employment opportunity laws and for implementing the firm’s affirmative action program, including equal employment practices, monitoring, and internal reporting. Any employee who would like to see the affirmative action plan or any employee who has questions, comments, or complaints regarding the firm’s equal employment or affirmative action policies is encouraged to contact the Chief Human Resource Officer.

To comply with applicable laws ensuring equal employment opportunities to qualified individuals with disabilities, the firm will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship would result. Any applicant or employee who requires an accommodation in order to perform the essential functions of the job should contact the Human Resources Manager or Office Administrator of their office to request such an accommodation. The firm reserves the right to request certification from the employee’s health care provider of the necessity for and duration of any accommodation. The individual with the disability should specify what accommodation he or she needs to perform the job. If the accommodation is reasonable and will not impose an undue hardship, the firm will either make the accommodation or an alternative accommodation that will enable the employee to perform the job’s essential functions.

If an employee believes s/he has been subjected to any form of unlawful discrimination, or if s/he is aware of an incident of discrimination involving another employee, the employee should provide a written or oral report to his/her supervisor or to the Human Resources Manager or Office Administrator of the office or to the Chief Human Resource Officer of the firm. The report should be specific and should include the names of the individuals involved and the names of any witnesses. The firm will immediately undertake an effective, thorough and objective investigation and attempt to resolve the situation.

If the firm determines that unlawful discrimination has occurred, remedial action will be taken, commensurate with the severity of the offense. Appropriate action will also be taken to deter any future discrimination. The firm will not retaliate against any employee for filing a complaint and will not knowingly permit retaliation by management employees or coworkers.

The continued success of the firm’s affirmative action program requires maximum cooperation from every partner and employee throughout the firm. Equal employment opportunity is not only the law, but it is a principle of Nixon Peabody. The cooperation of all partners and employees is expected in order to achieve our goals.

Back to top