Frequently Asked Questions 

If you have a disability and require an accommodation to complete the online application or interview process, please email AEHELP@UPS.COM and inform UPS of your accommodation need. You do not need to disclose any information about your disability, only what accommodation you need to complete the application/interview. If you need an interpreter, please allow UPS 72 hours to schedule an interpreter.

If you need an accommodation to work at UPS based on the essential functions of the job, you can make the request within the application/interview process. Thank you for your interest in UPS. UPS is an equal opportunity employer. UPS does not discriminate on the basis of race/color/religion/sex/national origin/veteran/disability/age/sexual orientation/gender identity or any other characteristic protected by law and considers candidates for open positions based on bona fide job requirements and the ability to perform the essential functions of the job, with or without reasonable accommodation.

UPS is committed to be a safe place to work where everyone is treated with dignity and respect. We provide a workplace free of discrimination, harassment, and retaliation. We do not discriminate against any applicant for employment or any employee in any aspect of their employment at UPS because of age, race, religion, sex, disability, sexual orientation, gender identity, military status, pregnancy, national origin or veteran status; and we comply with all laws governing fair employment and labor practices. Our CEO, Carol Tomé, fully supports our affirmative action program and is committed to implementation of the company's equal opportunity and affirmative action policies. UPS offers a fair, inclusive and authentic workplace for our employees. UPS embraces and invests in the growth of committed UPSers who bring varied experience, backgrounds and expertise to every aspect of our business. This diverse workforce moves our world forward by delivering what matters.

At UPS we follow the golden rule – treat others as you expect to be treated. We have a zero-tolerance policy. Freedom from wrongful discrimination includes freedom from any form of discriminatory harassment. Prohibited harassment includes conduct that is intended to interfere or that has the effect of unreasonably interfering with a fellow employee's work performance or creating an environment that is intimidating, hostile or offensive to the individual. Additional information can be found in the UPS Professional Conduct and Anti–Harassment Policy available from Human Resources. UPS policy prohibits discrimination against any qualified employee or job applicant with a disability or any covered veteran or disabled veteran in regard to job application procedures, hiring, advancement, discipline, discharge, compensation and other terms and conditions of employment. In addition, as a federal government contractor, UPS takes affirmative action to employ, advance in employment and otherwise treat qualified individuals with disabilities and covered veterans without regard to their disabled or veteran status in all employment practices, terms, conditions and privileges of employment. If you are an individual with a disability, as defined by Section 503 ("Section 503") of the Rehabilitation Act of 1973, or if you are a special disabled veteran covered by the Vietnam Era Veterans Readjustment Assistance Act ("VEVRAA"), we would like to include you in our Affirmative Action Program. It would assist us if you tell us about: a) any special skills, qualifications or procedures which qualify you for positions that you might not otherwise be able to do because of your disability, so that you will be considered for any position of the kind and b) the accommodations we could make to enable you to perform the job properly and safely. Submission of the information is voluntary and refusal to provide it will not subject you to discharge or disciplinary treatment. Information obtained concerning individuals will be kept confidential, except that: a) supervisors and managers may be informed to the extent necessary, b) first–aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment, and c) government officials investigating compliance with the act will be informed. In furtherance of the Company's affirmative action efforts and its obligation to comply with the Americans with Disabilities Act (ADA) and other similar federal, state and local laws that protect the disabled, UPS has implemented an ADA Compliance Procedure through which a disabled individual may seek a job accommodation. If you believe that you have a medical condition which may require a job accommodation of any kind, please notify any member of management so that your situation may be assessed in accordance with the UPS ADA Compliance Procedure. UPS policy prohibits subjecting employees or applicants to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in (1) filing a complaint, (2) assisting or participating in an investigation, compliance review, hearing, or any other activity related to the administration of UPS affirmative action programs or equal opportunity practices, (3) opposing any practice made unlawful by Section 503 or VEVRAA or any other law or regulation protecting disabled individuals or covered veterans, or (4) exercising any other right protected by Section 503 or VEVRAA or their implementing regulations. Our Affirmative Action Program and the treatment of our people in a fair and impartial manner are integral parts of the responsibilities assigned to each of us. Our written Affirmative Action Programs for individuals with disabilities and veterans are available for review by applicants and employees by appointment with the District Human Resources Manager, who generally can be reached between 9 a.m. and 4 p.m

UPS 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.

UPS job postings include information about the minimum qualifications for the job. For many of our jobs, you will also notice a reference to the UPS appearance guidelines and a company-provided uniform. The uniform and appearance guidelines are critical components of the UPS brand that set our employees apart from the competition. However, UPS has established a Religious Accommodation process to ensure prompt and consistent handling of requests for religious accommodation. Applicants and employees may request an exception or change to, or a reasonable accommodation of, any condition of employment including the UPS uniform and appearance guidelines because of a sincerely held religious belief or practice. If you feel that you are unable to meet the requirements of the position due to a sincerely held religious belief, please make the request during the application/interview process; or if you have a question prior to your interview, please contact us at hrcompliance@ups.com

UPS provides reasonable accommodations for lawful religious beliefs and practices that conflict with a UPS work rule, policy, or job requirement, provided that the accommodation does not pose a safety risk or an undue hardship. UPS’s religious accommodation process defines religion broadly and considers reasonable accommodations for individuals of all religions, not just traditional or organized religions. The religious accommodation process does not, however, extend to mere personal preferences or social, political, or economic beliefs. Individuals may be asked (where permitted by law) to provide UPS with additional information to assist it in evaluating the religious nature of the request or the sincerity of the belief.

UPS will consider all requests for lawful religious accommodations to a work rule, policy or job requirement. Religious accommodations may include, but are not limited to, variances to the UPS Uniform and Personal Appearance Guidelines, prayer breaks, and leaves for religious holidays or observances. UPS may deny any accommodation that creates an undue hardship, compromises workplace safety, decreases workplace efficiency, impacts the rights of other employees, or requires other employees to do more than their share of work.

Applicants make their request during the application/interview process.  For applicants requesting an accommodation to the UPS Uniform and Personal Appearance Guidelines, a contingent job offer should be extended before providing the request form; but for applicants requesting a non-Appearance Guideline accommodation (e.g., Sabbath hours or days off, prayer time, etc.), a job offer should be extended only after providing the request form and a decision has been made to grant the requested accommodation. Applicants are responsible for completing the request form and returning it to the human resources representative.  Applicants are responsible for completing the request and returning the necessary information.

Yes, applicants may also initiate the Religious Accommodation Process verbally or via e-mail to the human resources representative responsible for their hiring. Applicants who inform the human resources representative of an interest in a religious accommodation should be provided with a hard copy Religious Accommodation Request Form. Applicants do not have to specifically ask for a "religious accommodation" to start the process, but they need to make UPS aware of some religious-based reason for the conflict with a work rule or job requirement.

All individuals requesting a religious accommodation will be asked to provide certain information on the Request Form to help UPS evaluate the request, including but not limited to, their current job (or the job to which they are applying), work location, the work rule or job requirement for which they are seeking an accommodation, their religion, the religious belief or practice that conflicts with the work rule or job requirement, what accommodation is being requested, and the e-mail address at which they can be reached. In responding to questions on the request form, individuals are encouraged to be as specific and complete as possible, especially when identifying the religion and the belief or practice that they believe conflicts with a UPS work rule or requirement. Individuals may be asked (where permitted by law) to provide additional information by the UPS Religious Accommodation Coordinator for the business in which they work (or are seeking to work) or their local human resources representative (or the human resources representative involved in the hiring process for applicants) if UPS has reason to doubt that the need for accommodation is religious in nature or sincerely held. Additional information may include, but not be limited to, information from a religion’s website, a letter from a religious leader, text from a book, scripture, or brochure regarding a religious practice, or a written notice or calendar from a religious institution.

Generally, no. Employees and applicants who request an accommodation to the UPS Uniform and Personal Appearance Guidelines will be granted a conditional approval of their request, unless the requested accommodation would create a safety risk or undue hardship, or would require wearing hair or displaying symbols that are perceived as discriminatory or hateful (e.g., gang symbols, hate symbols, etc.). The conditional approval is communicated to the employee or applicant by the human resources representative.

Generally, individuals are free to trim and shape their hair in any manner that is consistent with their religious beliefs, provided it is not perceived as discriminatory or hateful (e.g., gang symbols, hate symbols, etc.) and does not present a safety concern or an undue hardship on the Company. Religious accommodations do not require beards to be ¼ inch in length or hair to be worn above the collar. Individuals with religious accommodations for hair length or dreadlocks will not be required to cover their hair under wraps or other headwear unless necessary for safety reasons.

It depends on the type of religious accommodation being requested. For requests seeking an accommodation to the UPS Uniform and Personal Appearance Guidelines, and where conditional approval is granted, any testing, training, or other job assessments will proceed at the same time the request is being processed. As explained above, conditional approval of Appearance Guideline-related requests will be granted unless the accommodation would create a safety concern or undue hardship. For all other religious accommodation requests, a final determination of the request should be made before any testing, training, or job assessments are permitted. This rule applies to employees and applicants.

Conditional approval is granted to employees and applicants who request an accommodation to the UPS Uniform and Personal Appearance Guidelines, if the accommodation would not create a safety risk or undue hardship, or be perceived as discriminatory or hateful. Conditional approval means employees and applicants will not be asked or required to cut or trim their hair or beards while waiting for a final determination of the request. Conditional approval also means that any testing or training required for hire, transfer, or promotion will not be delayed while waiting for a final determination of the request. Conditional approval is communicated to the employee or applicant by the human resources representative. Conditional approval is not available to employees or applicants seeking an accommodation related to any work rule or requirement other than the UPS Uniform and Personal Appearance Guidelines.