Reasonable Accommodations & Interactive Dialogue Policy

Midi is committed to complying with applicable federal, state and local laws governing reasonable accommodations of individuals, including but not limited to the Americans with Disabilities Act (“ADA”). To that end, we will strive to make a reasonable accommodation to applicants and employees who have requested an accommodation or for who Midi has notice may require such an accommodation, without regard to any protected classifications, related to an individual’s: (i) disability, meaning any physical, medical, mental, or psychological impairment, or a history or record of such impairment; (ii) sincerely held religious beliefs and practices; (iii) needs as a victim of domestic violence, sex offenses or stalking; (iv) needs related to pregnancy, childbirth or related medical conditions; and/or (v) any other reason required by applicable law, unless the accommodation would impose an undue hardship on the operation of our business.

Any individual who would like to request an accommodation based on any of the reasons set forth above should contact Human Resources. Accommodation requests can be made in writing using a form which can be obtained from HERE. If an individual who has requested an accommodation has not received an initial response within five (5) business days, the individual should contact Midi’s COO, Sharon Meers at sharon@joinmidi.com.

After receiving a request for an accommodation or learning indirectly that an individual may require such an accommodation, Midi will engage in an interactive dialogue with the individual. Even if an individual has not formally requested an accommodation, Midi may initiate an interactive dialogue under certain circumstances, such as when Midi has knowledge that an individual’s performance at work has been negatively affected and a reasonable basis to believe that the issue is related to any of the protected classifications set forth above, in compliance with applicable law. In the event Midi initiates an interactive dialogue with an individual, it should not be construed as Midi’s belief an individual requires an accommodation but will serve as an invitation for the individual to share with Midi any information the individual desires to share, or to request an accommodation.

The interactive dialogue may take place in person, by telephone, or by electronic means. As part of the interactive dialogue, Midi will communicate openly and in good faith with the individual in a timely manner in order to determine whether and how Midi may be able to provide a reasonable accommodation. To the extent necessary and appropriate based on the request, Midi will attempt to explore the existence and feasibility of alternative accommodations as well as alternative positions for the individual. Midi is not required to provide the specific accommodation sought by an individual, provided the alternatives are reasonable and either meet the specific needs of the individual or specifically address the individual’s limitations. As part of the interactive dialogue, Midi reserves the right to request supporting documentation, to the maximum extent permitted by applicable law.

Midi will endeavor to keep confidential all communications regarding requests for reasonable accommodations and all circumstances surrounding an individual’s underlying reason for needing an accommodation.

We will not allow any form of retaliation against individuals who have requested an accommodation, for whom Midi has notice may require such an accommodation or who otherwise engage in the interactive dialogue process.

Individuals with questions regarding this policy should contact Human Resources at hr@joinmidi.com