If you require an accommodation to participate in the application process, please contact [email protected]

Trotter Management Services and its affiliates provide equal employment and advancement opportunities to all individuals.

Employment decisions at Trotter Management Services are based on merit, qualifications and abilities. Trotter Management Services does not discriminate in employment opportunities or practices on the basis of race, color and religion, gender, national origin, ancestry, age, disabilities or any other characteristics protected by law.

EEO Policy Statement

The core mission of the U.S. Equal Employment Opportunity Commission (EEOC or the Commission) is to prevent and remedy discrimination in America’s workplaces and advance equal employment opportunity for all.  As an integral part of that mission, the EEOC must, protect our own employees from unlawful discrimination, harassment, and retaliation.     

This EEO Policy Statement is a reminder that all EEOC employees are protected from discrimination under the laws we enforce.  EEOC employees and applicants for employment are covered by federal laws designed to safeguard federal employees and job applicants from discrimination on the basis of race, color, religion, gender, parental status, national origin, age, disability, genetic information (including family medical history), military service, or other non-merit-based factors.  These protections extend to all management practices and decisions, including recruitment and hiring, appraisal systems, promotions, training, and career development programs. Consistent with these obligations, EEOC also provides reasonable accommodations to employees and applicants with disabilities and for sincerely held religious beliefs, observances, and practices. 

We must be diligent in maintaining a workplace free from discrimination.  This includes working to ensure that harassment, on any protected basis, does not occur at our agency.  I encourage all employees to review the EEOC’s Policy Statement on the Prohibition of Harassing Conduct in the Workplace, and the updated Order 560.005 on the Prevention and Elimination of Harassing Conduct in the Workplace.  In addition, EEOC managers and supervisors have a critical role and responsibility to help prevent and eliminate harassment in the workplace.  Likewise, I wish to remind all EEOC employees of their duty not to engage in harassing conduct and to report any such conduct if it occurs.

It is incumbent upon all of us to ensure that the EEOC is a model employer and serves as an example of equity and inclusiveness for all workplaces, within and outside the federal government.  Likewise, each of us must take responsibility for implementing the Commission’s Equal Employment Opportunity Policy and cooperating fully in its enforcement.  In so doing, we reaffirm our collective commitment to a workplace free of unlawful discrimination, harassment, and retaliation.