Policies, Statements, and Disclosures

Equal Employment Opportunity (EEO)

From APL Director Ralph Semmel: 2024 Affirmative Action and Equal Employment Opportunity (EEO) Statement

The Johns Hopkins University Applied Physics Laboratory (APL) is fully committed to equal opportunity for its staff members. As part of that commitment, APL is an Equal Opportunity/Affirmative Action employer.

APL takes steps to ensure that persons are recruited, hired, assigned, and promoted without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

All other personnel actions, such as compensation, benefits, transfers, layoffs and recall from layoffs, access to training, education, tuition assistance, and social recreation programs are administered without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations.

Staff and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have: (1) filed a complaint; (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 right protected by federal, state, or local law requiring equal opportunity.

I support the successful implementation of ��ʳ�’s Affirmative Action Plan, and have appointed Colleen D’Agrosa to take on the responsibilities of the Affirmative Action Officer. The Affirmative Action Officer will be responsible for the day-to-day implementation and monitoring of the Company’s Affirmative Action Plan. As part of that responsibility, the Affirmative Action Officer will periodically analyze ��ʳ�’s personnel actions and their effects to ensure compliance with our equal employment policy and administer the audit and reporting system.

If you, as one of our employees or as an applicant for employment, have any questions about this policy or would like to view portions of the Affirmative Action Plan, please contact Colleen D’Agrosa during regular business hours. This is also a reminder that employees may update their disability status at any time by contacting Colleen D’Agrosa. Her contact information is as follows:

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

In closing, I ask the continued assistance and support of ��ʳ�’s staff to attain our objective of equal employment opportunity for all.

Sincerely,

R. D. Semmel
Director

Americans With Disabilities Act

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.

E-Verify

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:

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Also Note: Security clearances are necessary for most positions. Holding U.S. citizenship is part of the requirements for obtaining a clearance.

Pay Transparency Nondiscrimination Provision

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JHU Campus Safety and Security

Information about and policies for Johns Hopkins University campus safety and security can be found on the university’s .

Title IX Policy

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.

Title IX Grievance Procedure

��ʳ�’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.

��ʳ�’s Policy and Grievance Procedure

Title IX Coordinator Contact Information

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

Transparency in Coverage Machine-Readable Files (A Provision of the Affordable Care Act)

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, ��ʳ�’s benefits management company, creates and publishes these files on behalf of the Laboratory. .

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