My work is a Story of Potential
EEO and Affirmative Action Statement
Thermo Fisher Scientific is proud to be an equal opportunity employer committed to hiring a diverse and inclusive workforce. As stated in our Equal Employment and Affirmative Action Policy, available below, part of our commitment to a diverse and inclusive workforce, Thermo Fisher Scientific provides equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of sex, sexual orientation, gender (including gender identity and/or expression), pregnancy, race, color, creed, national or ethnic origin, citizenship status, religion or similar philosophical beliefs, disability, marital and civil union status, age, genetic information, veteran status or any personal attribute or characteristic that is protected by applicable local, state or federal laws.
As a federal contractor, the company is required to provide information to employees on the Federal laws prohibiting job discrimination based on race, color, sex, national origin, religion, age, equal pay, disability and genetic information. The EEO is the Law poster provides this information and may be accessed here. If you need an alternative format of the poster, you may request one by email at firstname.lastname@example.org or phone: 1-855-471-2255.
EEO is the Law Equal Employment Opportunity and Affirmative Action Policy
Job Seekers with a Disability: Thermo Fisher Scientific offers accessibility service for job seekers requiring accommodations in the job application process. For example, this may include individuals requiring assistance because of hearing, vision, mobility, or cognitive impairments. If you are a job seeker with a disability, or assisting a person with a disability, and require accessibility assistance or an accommodation to apply for one of our jobs, please submit a request by telephone at 1-855-471-2255*. Please include your contact information and specific details about your required accommodation to support you during the job application process.
*This telephone line is reserved solely for job seekers with disabilities requiring accessibility assistance or an accommodation in the job application process. Messages left for other purposes, such as not being able to get into the career website, following up on an application, or other non-disability related technical issues will not receive a response.
Pay Transparency Nondiscrimination Provision
A Notice To All Applicants And Employees
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).
Philadelphia's Fair Chance Hiring Law
It is illegal in Philadelphia for employers to ask about your criminal background during the job application process.
This means that:
- Employers cannot ask about your criminal background on job applications or during any job interview.
- Employers can run your criminal background check ONLY AFTER a conditional offer of employment is made (final hiring depends on the results of your background check).
- Criminal convictions can be considered ONLY if they occurred less than 7 years from when you apply (not counting time of incarceration).
- Arrests that did not lead to conviction cannot be used in employment decisions.
- If your background check reveals a conviction, the employer must consider:
- The type of offense and the time that has passed since it occured;
- Its connection to the job you are applying for; and
- Your job history, character references, and any evidence of rehabilitation.
- Employers can reject you based on your criminal record ONLY if you pose an unacceptable risk to the business or to other people.
- If you are rejected, the employer must send the decision to you in writing with a copy of the background report used to make the decision.
- You have 10 days to give an explanation of your record, proof that it is wrong, or proof of rehabilitation.