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Applicant Rights & Responsibilities

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  • The FDIC Home Page - The main entry point into the FDIC’s web site.
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The FDIC is barred from accepting or considering political recommendations regarding appointment or any other personnel action by 5 USC 3303; any violation of the bar on recommendations is a prohibited personnel action.

The FDIC is obligated to take appropriate adverse action against employees who solicit, or Corporation officials who consider prohibited political recommendations.

Candidates who are tentatively identified for appointment must meet suitability requirements for Federal employment prior to appointment. FDIC may request applicant to provide additional information prior to making a formal offer of employment, as required by 12 CFR Part 336.

The FDIC provides reasonable accommodation to applicants with disabilities where appropriate. If you need a reasonable accommodation for any part of the application and hiring process, please notify the FDIC's Reasonable Accommodation Coordinator at (703) 562-2096, or by e-mail at Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

The United States Government does not discriminate in employment on the basis of race, color, religion, sex, national origin, political affiliation, sexual orientation, marital status, disability, age, membership in an employee organization, or other non-merit factor.

Whistleblower Retaliation Protection
Any FDIC employee or applicant for a FDIC position is protected against negative employment actions taken in retaliation for making protected disclosures.

Equal Employment Opportunity Rights & Protections
Any FDIC employee, former employee, or applicant for a FDIC position may file a complaint of employment discrimination.

Employment Eligibility Verification
Federal law requires all employers to verify the identity and employment eligibility for all persons hired to work in the United States.