Employee rights under federal law

There are a number of statutes and federal regulations enforced by agencies within the US Department of Labor that make it mandatory for employment notices to be posted in GSK’s workplace environment. The Department of Labor provides these required notices via electronic posters and also makes them available in languages other than English.

As an employer of choice, GSK is committed to creating a diverse, inclusive and equitable culture and, as such, desires that applicants are informed of their employment rights.  Listed below are the federal employment posters available for viewing.

GSK is an Equal Opportunity/Affirmative Action Employer/Female/Minority/Disability/Veteran. 
View the company’s EEO statement (PDF)

Applicable US Laws and Regulations

  • Age Discrimination in Employment Act of 1967 (ADEA) - This law protects people who are 40 or older from discrimination because of age. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
  • Americans with Disabilities Act of 1990 (ADA) - This law makes it illegal to discriminate against a qualified person with a disability in the private sector and in state and local governments. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, unless doing so would impose an undue hardship on the operation of the employer's business.
  • Employee Polygraph Protection Act (EPPA) - Prohibits most private employers from using lie detector tests, either for pre-employment screening or during the course of employment.
  • Employee Retirement Insurance Security Act (ERISA) - This law that sets minimum standards for most voluntarily established pension and health plans in private industry to provide protection for individuals in these plans.  ERISA requires plans to provide participants with plan information including important information about plan features and funding; provide fiduciary responsibilities for those who manage and control plan assets; establish a grievance and appeals process for participants to get benefits from their plans; and give participants the right to sue for benefits and breaches of fiduciary duty.
  • "Equal Employment Opportunity is the Law" Poster (PDF link will open in new window) - Provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs (OFCCP).
  • Equal Pay Act of 1963 (EPA) - This law makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
  • Executive Order 11246 (Equal Employment Opportunity) - Prohibits federal contractors and subcontractors and federally assisted construction contractors and subcontractors that generally have contracts exceeding $10,000 from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin; and it requires them to take affirmative action to ensure that equal opportunity is provided in all aspects of their employment.
  • Fair Labor Standards Act (FLSA) - Establishes minimum wages, overtime pay, record keeping and child labor standards for private sector and government workers. (English (PDF link will open in new window)Spanish (PDF link will open in new window))
  • Family and Medical Leave Act (FMLA) - Provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible, covered employees for the following reasons: 1) birth and care of the eligible employee's child, or placement for adoption or foster care of a child with the employee; 2) care of an immediate family member (spouse, child, parent) who has a serious health condition; or 3) when the employee is unable to work due to his or her own serious health condition.
  • Genetic Information Nondiscrimination Act (GINA) - This law (eff. November 21, 2009) makes it illegal to discriminate against employees or applicants because of genetic information. Genetic information includes information about an individual's genetic tests and the genetic tests of an individual's family members, as well as information about any disease, disorder or condition of an individual's family members (i.e. an individual's family medical history). The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
  • GSK participates in E-Verify (PDF link will open in new window) - Requires all employers to verify the identity and employment eligibility of all persons hired to work in the United States.
  • Immigration Reform & Control Act (IRCA) - This law was passed in order to control and deter illegal immigration to the United States. Its major provisions stipulate legalization of undocumented aliens who had been continuously unlawfully present since 1982, legalization of certain agricultural workers, and sanctions for employers who knowingly hire undocumented workers, and increased enforcement at U.S. borders.
  • National Labor Relations Act (NLRA) - The law protects the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers, businesses and the U.S. economy.
  • Occupational Safety and Health (OSH) Act - Requires employers to comply with occupational safety and health standards issued by the Occupational Safety and Health Administration (OSHA) and to provide employees with a workplace that is free from recognized hazards that are causing or likely to cause death or serious physical harm.
  • Pregnancy Discrimination Act (PDA) - This law amended Title VII to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
  • Right to Work (PDF link will open in new window) - Provides information concerning the legal right to work in the United States and laws to protect against workplace discrimination.
  • Section 503 of the Rehabilitation Act - This regulation prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals. The new rule strengthens the affirmative action provisions of the regulations to aid contractors in their efforts to recruit and hire IWDs, and improve job opportunities for individuals with disabilities. The new rule also makes changes to the nondiscrimination provisions of the regulations to bring them into compliance with the ADA Amendments Act of 2008.
  • The Uniformed Services Employment and Reemployment Rights Act (USERRA) - Requires employers to provide to employees notice of their rights, benefits, and obligations under USERRA. USERRA is administered by the Veterans Employment and Training Service (VETS).
  • The Vietnam Era & Veterans Readjustment Act (VEVRAA) - This law prohibits federal contractors and subcontractors from discriminating in employment against protected veterans, and requires these employers to take affirmative action to recruit, hire, promote, and retain these veterans. The new rule strengthens the affirmative action provisions of the regulations to aid contractors in their efforts to recruit and hire protected veterans and improve job opportunities for protected veterans.
  • Title VII of the Civil Rights Act of 1964 (Title VII) - This law makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or sex. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law also requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business.