AMIDEAST 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. We encourage all qualified applicants to apply for any open position for which they feel they are qualified and all 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. AMIDEAST maintains a drug-free workplace and performs pre-employment background checks.
As a federal government contractor, in accordance with applicable laws, regulations, and Executive Orders, AMIDEAST is required to develop annual Affirmative Action Plans (AAPs). Any employees or applicants who wish to review the Affirmative Action Plan (AAP) for Individuals with Disabilities and Protected Veterans can contact us by sending an email to HR@AMIDEAST.ORG or by calling Human Resources at 202/776-9600.
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 202/776-9600.
EEO is the Law. Applicants to and employees of AMIDEAST are protected under Federal law from discrimination. Click here to find out more.
Pursuant to Executive Order 13665, AMIDEAST 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)