Swedish is proud to be an Equal Opportunity Employer. Swedish recruits a diverse, high performing workforce and does not discriminate on the basis of race, color, creed, religion, sex (except where it is a bona fide occupational qualification), national origin, ancestry, age, marital status, protected veteran status, sexual orientation, gender identity, genetic information, physical or mental disability or medical condition as defined by applicable equal opportunity laws. If you are an individual with a disability and would like to request an accommodation for help with your online application, please call 1-877-JOIN-PHS or send an email to email@example.com.
- For more information, EEO is the Law English Version and EEO is the Law Supplement English Version
- For more information, EEO is the Law Spanish Version - Revised November 2009 and EEO is the Law Supplement Spanish Version
In compliance with federal law requiring employers to verify new employees' U.S. employment eligibility, Swedish Health Services participates in E-Verify.
- To learn more about E-Verify, select: E-Verify Participation Poster - English Version or E-Verify Participation Poster - Spanish Version.
- To learn more about your Right to Work, select: Right to Work Poster - English Version or Right to Work Poster - Spanish Version.
Pay transparency nondiscrimination provision
This organization 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)