Qualified individuals with a disability have the right to request a reasonable accommodation. If you are unable or limited in your ability to use or access the Tria careers website as a result of your disability, please request a reasonable accommodation by sending an e-mail to hr@triafed.com or call (703) 229-5888. Include the nature of your request, along with your name and contact information.
The Company’s Affirmative Action Programs are available for inspection upon request, by emailing hr@triafed.com for an appointment.
Commitment to Nondiscrimination and Anti-Harassment/Anti-Bullying:
Tria Federal (Tria), and all its subsidiaries, is committed to the principles of Equal Employment Opportunity and nondiscrimination. Tria believes every person has the right to be treated with fairness, dignity, and equal consideration. To further this commitment, all company or company sponsored activities, must be implemented to ensure compliance with all applicable laws and regulations.
Tria strictly prohibits discrimination based on any protected status, workplace harassment/bullying, and retaliation for filing a complaint or providing information related to a complaint. Tria provides equal employment opportunity to all employees and applicants without regard to an individual’s protected status: race/ethnicity, color, national origin, ancestry, sex/gender, gender identity/expression, sexual orientation, marital/parental status, pregnancy/childbirth or related conditions, religion, age, disability, genetic information, veteran status, or any other protected status. In addition, Tria provides any employee or candidate for employment with an interactive process for the evaluation and consideration of any reasonable accommodations due to disability, pregnancy and/or sincerely held religious beliefs.
Pay Transparency Notice:
Tria 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 may never 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 Tria’s legal duty to furnish information.
The Sr. Director of HRIS and Compliance manages the company’s EEO/AA programs and has been assigned to direct and oversee the establishment of the affirmative action plans throughout the company. Should you have questions regarding our AAPs or wish to view the available portion of the plans, please contact our EEO Compliance Office: hr@triafed.com.