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 FEDERAL MANDATES & EEO

Minorities & Women EO 11246 https://www.dol.gov/ofccp/regs/compliance/ca_11246.htm

Individuals with Disabilities Section 503  https://www.dol.gov/ofccp/regs/compliance/section503.htm

Protected Veterans / EO VEVRAA https://www.dol.gov/ofccp/regs/compliance/aaps/FCI_VEVRAA_JRF_QA_508c.pdf

 

We are a contractor which does business with the government, and as such we are required to take affirmative action to ensure that equal opportunity is provided in all aspects of employment We strongly encourage women, minorities, individuals with disabilities and veterans to apply to all of our job openings. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity, or national origin,age, disability status, Genetic Information & Testing, Family & Medical Leave, protected veteran status, or any other characteristic protected by law.

We prohibit Retaliation against individuals who bring forth any complaint, orally or in writing, to the employer or the government. In order to comply with the various federal refulations. We invite applicants to voluntarily self-identify their gender, race , ethnicity , veteran status and if you have a disability and will not be used against you in anyway.

 The Federal Government has mandated that all contractors include verbiage from the GINA ACT and a RETALIATION CLAUSE  and FAMILY & MEDICAL LEAVE in their EEO statement. 

Executive Order 13672 all Federal Contractors are required to express the statement "Sexual Orientation or Gender Identity"*.

 
*Exemptions:

Religious Entities/Educational Institutions

1. Does the final Rule alter the existing religious exemption in EO 11246 in any way?

No. EO 13672 made no changes to the existing religious exemption, which was added to EO 11246 by President Bush in 2002, allowing religiously affiliated contractors (religious corporations, associations, educational institutions, or societies) to favor individuals of a particular religion when making certain employment decisions. The regulation implementing that exemption is located at 41 CFR 60-1.5 (a)(5).

.... the nondiscrimination obligation of Executive Order 11246 "shall not apply to a Government contractor or subcontractor that is a religious corporation, association, educational institution, or society, .... Such contractors and subcontractors are not exempted or excused from complying with the other requirements contained in this Order."

http://www.dol.gov/ofccp/LGBT/LGBT_FAQs.html#Q1

State requirements for "exempt" organizations:

States that DO NOT require Sexual Orientation or Gender Identity:

AL, AR, FL, GA, ID, LA, MS, NE, NC, ND, OK, SC, SD, TN, TX, UT, VA, WV, WY

States that REQUIRE Sexual Orientation, but DO NOT require Gender Identity:

AK, AZ, MO, MT, NH, OH, WI

States that require BOTH Sexual Orientation and Gender Identity:

CA, CO, CT, DE, DC, HI, IL, IN, IA, KS, KY, ME, MD, MA, MI, MN, NV, NJ, NM, NY, OR, PA, RI, VT, WA
Please bookmark this page, so that you can access the links above at any time. 

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