Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. In case you have a disability and require assistance with the UGI Utilities career website or with an application submission, we would be happy to assist. Click Here to Request help now if you have disability and require reasonable accommodation.
UGI Utilities abides by the federal requirements of 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on their race, color, religion, sex, or national origin. Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, national origin, protected veteran status or disability.
UGI Utilities conforms to all the laws, statutes, and regulations concerning equal employment opportunities and affirmative action. We strongly encourage women, minorities, individuals with disabilities and veterans to apply to all our job openings. We are an equal opportunity employer and all qualified applicants will receive consideration for employment without any regard to race color, religion, gender, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. Click here for more information via the Know Your Rights: Workplace Discrimination is Illegal. Applicants have notification rights under Federal Employment Laws, including Family Medical Leave Act (FMLA) and Employee Polygraph Protection Act (EPPA).
Under the “Transparency in Coverage” Final Rule, issued in 2020 by the U.S. Department of Health & Human Services, U.S. Department of Labor, and U.S. Department of the Treasury, effective July 1, 2022, health plans and health insurance issuers must publicly post pricing data known as the “machine-readable files”. The links below lead to the machine-readable files that are made available in response to the federal Transparency in Coverage Rule and include negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to access and analyze data more easily.
Aetna Machine-Readable Files
Independence BC Machine-Readable Files
