NSC Human Relations Policies
The Clearinghouse strives to hire, promote, and retain the best qualified individuals for our employment opportunities. Our policies are intended to provide equal employment opportunity for all employees and job applicants without regard to race, color, religion, gender, gender identity, sexual orientation, age, disability, national origin, protected veteran status, or any other status protected law. The Clearinghouse strives to have a culture that is diverse and equally welcoming to all. As a Government contractor, NSC is subject to requirements to take affirmative action to employ and advance in employment protected Veterans including Disabled Veterans, Recently Separated Veterans, Active duty wartime or campaign badge Veterans, and Armed Forces service medal Veterans (PVs) and Individuals with Disabilities (IWDs). The Clearinghouse is committed to its outreach efforts and practices to promote employment and advancement of members of these groups.
If you need a reasonable accommodation for any part of the employment process due to a physical or mental disability, please send an e-mail to email@example.com or call (703) 742-4200. Reasonable accommodation requests will be considered on a case-by-case basis.
The Clearinghouse accepts unsolicited resumes directly from candidates only. Resumes from a recruiter or recruiting firm will only be accepted if there is a signed agreement with the Clearinghouse at the inception of the recruiting effort for the position. An unsolicited resume to the Clearinghouse does not constitute a relationship between the recruiting firm and the Clearinghouse, and does not obligate the Clearinghouse to pay fees should we hire the candidate. If you are with an agency that has an established relationship with the Clearinghouse, click here to access our portal.
Pay Transparency Policy:
The Clearinghouse 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 Clearinghouse, or (c) consistent with the Clearinghouse’s legal duty to furnish information. Essential job functions are the fundamental duties of a position: the things a person holding the job absolutely must be able to do. 41 CFR 60-1.35(c)