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FGS Equal Employment Opportunity and Affirmative Action Policy


FGS provides equal employment and advancement opportunities to all individuals. Employment decisions at FGS will be based on merit, qualifications, and abilities. FGS does not unlawfully discriminate in employment opportunities or practices on the basis of an individual’s actual or perceived race, color, religion, gender (including pregnancy), sexual orientation, gender identity, national origin, age, marital status, military or veteran status, disability, or any other characteristic protected by law. The above includes the legally protected status of an individual with whom an employee or applicant associates. We support the employment and advancement in employment of individuals with disabilities and of protected veterans, and we treat qualified individuals without discrimination on the basis of their physical or mental disability or veteran status. For purposes of this policy, protected veterans include disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, and armed forces service medal veterans.


All employment decisions shall be consistent with the principle of equal employment opportunity, and only job-related qualifications will be required.


Consistent with Federal and State law, FGS will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship on the Company. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.


In addition to a commitment to provide equal employment opportunities to all qualified individuals, FGS administers affirmative action programs to promote opportunities for individuals in certain protected classes throughout the company in accordance with Executive Order 11246, Section 503 of the Rehabilitation Act, the Vietnam Era Readjustment Assistance Act, and FGS’s status as a government contractor. These documents shall be maintained under a separate cover within the HR Department, which any employee or applicant may view Monday through Friday from 9:00 a.m. – 4:00 pm EST with prior coordination with an HR Representative.


Our Chief Executive Officer fully supports the Affirmative Action program and directs responsibility to supervisory employees to further the implementation of this policy and ensure conformance by their employees. Supervisory personnel, as well as those responsible for hiring new employees, must take all necessary action in the elimination of possible discrimination toward applicants and employees in all levels of employment and employee relations. It is also the policy of FGS to maintain a working environment free of unlawful harassment and intimidation. Employees who violate this policy will be subject to disciplinary action.


Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or the HR Department or any other member of management. Employees can raise good-faith concerns and make good-faith reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination or retaliation may be subject to disciplinary action, up to and including termination of employment.