APL is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment and promotion without regard to race, creed, color, religion, sex, gender identity or expression, sexual orientation, national origin, age, physical or mental disability, genetic information, veteran status, occupation, marital or familial status, political opinion, personal appearance, or any other characteristic protected by applicable law.
APL will also take affirmative action as required by applicable laws, including Executive Order 11246, Section 503, of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act, to recruit, hire, promote, and retain individuals protected under such laws, including qualified individuals in underrepresented race/ethnicity populations, females, protected veterans, and disabled persons.
Individuals shall not be subjected to harassment, intimidation, or any type of retaliation because they have (1) filed a complaint regarding equal employment; (2) assisted or participated in an investigation, compliance review, hearing, or any other activity related to the administration of any federal, state, or local law requiring equal employment opportunity; (3) opposed any act or practice made unlawful by any federal, state, or local law requiring equal opportunity; or (4) exercised any other legal right protected by federal, state, or local law requiring equal opportunity.
An Affirmative Action Officer has been assigned to direct the establishment and monitor the implementation of personnel procedures to guide our affirmative action program throughout APL.
Colleen D’Agrosa
Affirmative Action Officer
Talent Services Department (TSX)
Office 7-178
11100 Johns Hopkins Road
Laurel, MD 20723
Email: Colleen.DAgrosa@jhuapl.edu
Phone: 240-228-7470
APL complies with the Americans with Disabilities Act, and persons covered by the Act may request reasonable accommodations to apply for positions at APL by contacting Accommodations@jhuapl.edu.
APL participates in the federal E-Verify (Electronic Employment Verification) Program, which verifies the identity and employment eligibility of all persons hired to work in the United States. APL will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS) with information from each new employee’s Form I-9 to confirm work authorization. See the following posters for details:
Also Note: Security clearances are necessary for most positions. Holding U.S. citizenship is part of the requirements for obtaining a clearance.
Information about and policies for Johns Hopkins University campus safety and security can be found on the university’s Campus Safety and Security website.
Title IX of the Education Amendments of 1972 prohibits sex discrimination against students and employees in education programs or activities that receive federal financial assistance. Title IX states that no person shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance. This nondiscrimination policy extends to admission and employment in any APL education program or activity.
APL enforces Title IX to ensure compliance with federal law and equal opportunity for all participants in its education programs and activities.
Refer to Non-Discrimination in Education Programs or Activities Policy for the Laboratory’s complete policy regarding Title IX.
APL’s Grievance Procedure for Allegations of Sexual Harassment Under Title IX states in detail the means by which complaints of sexual harassment are filed, investigated, and resolved.
Non-Discrimination in Education Programs or Activities Policy
Grievance Procedure for Allegations of Sexual Harassment Under Title IX
Anisha Vasudeva
Title IX Coordinator
Talent Services Department (TSX)
Office 7-176
11100 Johns Hopkins Road
Laurel, MD 20723
Email: Anisha.Vasudeva@jhuapl.edu
Phone: 240-592-1382
The Transparency in Coverage Final Rules require group health plans and health insurance issuers to disclose on a public website information regarding in-network provider rates for covered items and services, out-of-network allowed amounts and billed charges for covered items and services, and negotiated rates and historical net prices for covered prescription drugs in three separate machine-readable files.
Allegiance, APL’s benefits management company, creates and publishes these files on behalf of the Laboratory. View the machine-readable files on Allegiance’s cost transparency website.