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 - 1.2MB)
Applicable US Laws and Regulations
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 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
GlaxoSmithKline’s policy is to provide equal employment opportunity for all applicants and employees. It is the Company’s policy not to discriminate against any employee or applicant for employment because of ethnicity, race, creed, color, religion, sex (including pregnancy, childbirth or related medical conditions), national origin, immigration status, ancestry, age, marital status, protected veteran status, military status, disability, genetic information, medical condition, sexual orientation, gender identity, or any other basis prohibited under federal, state or local law.
Visit: EEO Is The Law
Visit: EEO Is The Law Poster Supplement
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.
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.
GSK US and Puerto Rico medical plan Transparency in Coverage - Machine-Readable Files
UnitedHealthcare, Aetna and Triple-S create and publish the Machine-Readable Files on behalf of GSK in the US and Puerto Rico. To link to the Machine-Readable Files, please click on the applicable URL below:
- UnitedHealthcare: https://transparency-in-coverage.uhc.com
- Aetna: https://Health1.Aetna.com/app/public/#/one/insurerCode=AETNACVS_I&brandCode=ALICSI/machine-readable-transparency-in-coverage?searchTerm=245127&lock=true
- Triple-S: https://salud.grupotriples.com/en/transparency-in-coverage-machine-readable-files/