Actylis is proud to be an Affirmative Action/Equal Opportunity Employer and is committed to providing equal employment opportunity for all persons in all facets of employment. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, gender, sexual orientation, gender identity, national origin, citizenship status, marital status, genetic information, disability, protected veteran status or any other legally protected status. We maintain a drug-free workplace. We perform pre-employment background checks and whenever necessary substance abuse testing to provide a safe and productive work environment and maintain compliance where necessitated by government agency, customer or policy. If you are an individual with a disability or a disabled veteran and require a reasonable accommodation in applying for any posted position, please contact Human Resources at careers@actylis.com.

As a federal government contractor, in accordance with applicable laws, regulations, and Executive Orders, Actylis is required to develop annual Affirmative Action Plans (AAPs). Any employees or applicants who wish to review the Affirmative Action Plan (AAP) for Protected Veterans and Individuals with Disabilities can contact us by sending an email to careers@actylis.com.

EEO is the Law. Applicants to and employees of Actylis are protected under Federal law from discrimination. Click Here to find out more.

Pursuant to Executive Order 13665, Actylis 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).