Employee accommodations


First Circle complies with the Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act, and all applicable state and local fair employment practice laws. We are committed to providing equal employment opportunities to qualified individuals with disabilities, including pregnancy, childbirth, and related medical conditions, such as lactation or the need to express milk for a nursing child. Consistent with this commitment, First Circle will provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the individual to perform the job, unless doing so would create an undue hardship on the business.

If you require an accommodation because of your disability, it is your responsibility to notify your director. You may be asked to include relevant information such as:

After receiving your request, First Circle will talk with you to determine the precise limitations of your disability and explore potential reasonable accommodations that could overcome those limitations. Where appropriate, we may need your permission to obtain additional information from your medical provider. All medical information received by First Circle in connection with a request for accommodation will be confidential.

First Circle encourages you to suggest specific reasonable accommodations you believe would allow you to perform your job. However, we are not required to make your specific accommodations and may provide an alternative accommodation, to the extent any reasonable accommodation can be made without imposing an undue hardship on First Circle. If leave is provided as a reasonable accommodation, that leave may run concurrently with leave under the federal Family and Medical Leave Act and/or any other leave permitted by state and federal law.

First Circle will not discriminate or retaliate against employees for requesting an accommodation.

Pregnant workers fairness acts policy

The Massachusetts Pregnant Workers Fairness Act prohibits discrimination against employees due to pregnancy or conditions related to pregnancy. The law also requires employers to provide reasonable accommodations to employees who are pregnant or have a condition related to pregnancy. Conditions related to pregnancy include, but are not limited to, morning sickness, lactation, or the need to express breast milk. The procedures for requesting an accommodation are described in the Massachusetts Disability Accommodation policy.

Where an individual is suffering from a pregnancy-related disability or condition, reasonable accommodation may include, but is not limited to:

Breastfeeding policy

First Circle is committed to providing a breastfeeding-friendly environment for our enrolled children and staff.


As much as possible, we provide breastfeeding mothers, including employees, a private and sanitary place (other than a bathroom) to breastfeed their babies or express milk. This area has an electric outlet, comfortable chair, and nearby access to running water. Mothers are also welcome to breastfeed in front of others if they wish.


We provide refrigerator space for expressed breast milk. Mothers should provide their own containers, clearly labeled with name and date.


First Circle is committed to supporting breastfeeding mothers, including providing an opportunity to breastfeed their baby in the morning and evening, and holding off giving a bottle, if possible, when mom is due to arrive. Infant formula and solid foods will not be fed to a child unless requested by the mother.


All center staff will be trained in the proper storage and handling of breast milk, as well as ways to support breastfeeding mothers. First Circle follows human milk storage guidelines from the American Academy of Pediatrics and Centers for Disease Control and Prevention to avoid waste and prevent foodborne illness.


First Circle will provide nursing mothers reasonable unpaid break time to express milk. You are encouraged to discuss the length and frequency of these breaks with the director. Expressed milk can be stored in company refrigerators or in a personal cooler. Label your milk to avoid confusion for other employees who may share the refrigerator.

Time allowed for nursing or expressing milk does not exceed the normal time allowed to other employees for lunch and breaks. For time above and beyond normal lunch and breaks, PTO may be used, or the employee can come in earlier or leave later to make up the time.


First Circle is dedicated to treating its employees equally and with respect and recognizes the diversity of their religious beliefs. All employees may request an accommodation when their religious beliefs cause a deviation from the company dress code or the individual’s schedule, basic job duties, or other aspects of employment. First Circle will consider the request but reserves the right to offer its own accommodation to the extent permitted by law. Some, but not all, of the factors that will be considered are cost, the effect an accommodation will have on current established policies, and the burden on operations, including other employees. At no time will First Circle question the validity of a person’s belief. If you request an absence to observe a holy day, you must provide us with at least 10 days’ notice. First Circle may require you to make up the time lost. If you require a religious accommodation, please speak with the director.