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Participation in ADA Compliance

As part of our Equal Employment Opportunity commitment, we adhere to all applicable provisions of the Americans with Disabilities Act (ADA) and applicable state and local laws prohibiting discrimination in employment against qualified individuals with disabilities. We do not discriminate against any qualified applicant or employee with a known physical or mental disability in any employment practice including, but not limited to, hiring, promotion, job assignment, compensation, discipline, training and termination. Ability, not disability, is the basis of all of our employment decisions.

Reasonable Accommodations

Mastech Digital will provide a reasonable accommodation to qualified applicants and employees with known disabilities if the reasonable accommodation would enable the individual to perform the essential functions of their job, unless the accommodation would create an undue hardship or pose a direct threat.

If you believe you need an accommodation because of your disability, you are responsible for requesting a reasonable accommodation from Human Resources. Mastech Digital encourages employees to make their request in writing; however, you may make the request orally. Your request must include a description of the accommodation you are requesting, an explanation of the reason you need an accommodation and an explanation of how the accommodation will help you perform the essential functions of your job.

Mastech Digital will not tolerate any retaliation against anyone who has made a request for accommodation under this policy. If any employee believes that he or she has been retaliated against under this policy, the employee must report the retaliation promptly using Mastech Digital’s reporting procedure.

Appropriate corrective action, up to and including termination, will be taken against any Mastech Digital employee found to have violated this policy.