Equal Employment Opportunity
Who we are
We are a group of innovators and solution architects with a focus on helping our customer support their missions and stay ahead. We bring 20+ years of experience supporting the Federal Government at the Big-4 and leading Fortune 50 companies.
We are an 8a certified EDWOSB head quartered in Maryland providing Business and IT Services to various Government and Commercial clients. We are CMMi Level 3, ISSO 20000, 27001, & 9001 certified. Our story began in 2012
In compliance with the E.O 50 Section 3(i) (Rules Sec. 1-14 ( c )), It is the policy of AGovX LLC, to provide equal opportunity in employment to all employees and applicants for employment without unlawful discrimination as to race, creed, color, national origin, sex, age, disability, marital status, sexual orientation, or citizenship status in all employment decisions, including but not limited to recruitment, hiring, compensation, training and apprenticeship, promotion, upgrading, demotion, downgrading, transfer, lay-off and termination, and all other terms and conditions of employment.
The policy further permits appropriate employment preferences for veterans and specifically prohibits discrimination against veterans. The lowering of bona fide job requirements, performance standards, or qualifications to give preference to any employee or applicant for employment is not permitted or required. 41 CFR 60-300
No person shall, on the basis of race, creed, color, national origin, sex, age, disability, marital status, sexual orientation, or citizenship status, be excluded from participation in, be denied the benefits of, or otherwise subjected to discrimination in any AGovX LLC program or activity. 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 HR Department. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment
AGovX LLC will afford reasonable accommodation to qualified applicants and employees with a known disability, unless providing such accommodation creates an undue hardship on the company’s operations. Any employee who is a disabled person may voluntarily inform their supervisor of any physical or mental disability and may suggest methods of reasonable accommodation. This information is confidential and will be used only to evaluate reasonable accommodation alternatives to permit you to perform the essential functions of the job in a safe and efficient manner.
Any employee who believes that he/she is having difficulty in continuing to meet the performance requirements of the job due to a physical or mental disability is encouraged to advise his/her supervisor regarding the nature of the disability, the work limitations covered by the disability and any suggested reasonable accommodation.
Equal Employment Opportunity Posters
- EEO is the Law English Version – Revised November 2009
- EEO is the Law Supplement English Version – Revised September 2015
- NLRA Poster
- EEO the Law Poster
- OFCCP EEO Supplement
Pay Transparency Nondiscrimination Provision
As a federal contractor, AGovX LLC is subject to regulations from the Office of Federal Contract Compliance Programs (OFCCP). The following provision is included per the OFCCP and, for the purpose of the following paragraph, the phrase “the contractor” refers to AGovX LLC.
PAY TRANSPARENCY NONDISCRIMINATION PROVISION
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)