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Our core purpose is to provide housing and assistance to members of our community. The ability to do that with a caring and compassionate focus is just as important as the skills and experience required to do the job. Employees of the Housing Authority of Jackson County (HAJC) are the foundation to our success. We believe having the very best people serving our community, regardless of their role, is the most important thing we do.

Equal Employment Opportunity

Equal employment opportunity and treatment shall be practiced by the HAJC regardless of race, color, region, gender, sexual orientation, national origin, marital status, age, veterans’ status, genetic information, source of income, and disability if the employee, with or without a reasonable accommodation, is able to perform the essential functions of a position.

Title 24

No qualified individual with handicaps shall, solely on the basis of handicap, be subjected to discrimination in employment under any program or activity that receives Federal financial assistance from the Department. A recipient may not limit, segregate, or classify applicants or employees in any way that adversely affects their opportunities or status because of handicap. The prohibition against discrimination in employment applies to the following activities: Recruitment, advertising, and the processing of applications for employment, hiring, upgrading, promotion, award of tenure, demotion, transfer, layoff, termination, right of return from layoff, injury or illness, and rehiring, rates of pay or any other form of compensation and changes in compensation, job assignments, job classifications, organizational structures, position descriptions, lines of progression, and seniority lists, leaves of absence, sick leave, or any other leave, fringe benefits available by virtue of employment, whether or not administered by the recipient, selection and financial support for training, including apprenticeship, professional meetings, conferences, and other related activities, and selection for leaves of absence for training, employer sponsored activities, including social or recreational programs; and any other term, condition, or privilege of employment. A recipient may not participate in a contractual or other relationship that has the effect of subjecting qualified applicants with handicaps or employees with handicaps to discrimination prohibited by this subpart. The relationships referred to in this paragraph (d) include relationships with employment and referral agencies, labor unions, organizations providing or administering fringe benefits to employees of the recipient, and organizations providing training and apprenticeship programs.

Reasonable Accommodation

Title 24 – Section 8.11

(a) A recipient shall make reasonable accommodation to the known physical or mental limitations of an otherwise qualified applicant with handicaps or employee with handicaps, unless the recipient can demonstrate that the accommodation would impose an undue hardship on the operation of its program. Reasonable accommodation may include: Making facilities used by employees accessible to and usable by individuals with handicaps and job restructuring, job relocation, part-time or modified work schedules, acquisitions or modification of equipment or devices, the provision of readers or interpreters, and other similar actions.
In determining, under paragraph (a) of this section, whether an accommodation would impose an undue hardship on the operation of a recipient’s program, factors to be considered include:

(1) The overall size of the recipient’s program with respect to number of employees, number and type of facilities, and size of budget;

(2) The type of the recipient’s operation, including the composition and structure of the recipient’s workforce; and

(3) The nature and cost of the accommodation needed.

(d) A recipient may not deny any employment opportunity to a qualified handicapped employee or applicant if the basis for the denial is the need to make reasonable accommodation to the physical or mental limitations of the employee or applicant.

Americans with Disabilities (ADA)

In accordance with the requirements of Title II of the Americans with Disabilities Act of 1990 (ADA) the Housing Authority will not discriminate against qualified individuals with disabilities on the basis of disability in the agency’s services, programs, employment opportunities or activities.

The Housing Authority does not discriminate on the basis of disability in its hiring or employment practices and complies with all regulations set forth by the U.S. Equal Employment Opportunity Commission under Title I of the Americans with Disabilities Act (ADA).

The Housing Authority will make all reasonable modifications to policies and programs to ensure that people with disabilities have an equal opportunity.  Anyone who requires a modification of a policy or procedure should contact the Human Resources Manager at [email protected] or 541.779.5785 Ext.: 1054.

The ADA does not require the Housing Authority of Jackson County to take any action that would fundamentally alter the nature of its programs or services, or impose an undue financial or administrative burden.


Employment Contingencies

Criminal Records Checks & DMV Checks

In a continuing effort to ensure the safety and welfare of our staff and tenants, the Housing Authority of Jackson County requires applicants receiving a job offer to undergo a criminal record’s check and a Department of Motor Vehicle check.