We respect employees’ rights to freedom of association and collective bargaining. It is also our responsibility to ensure employees can make an informed decision about unionization and its impact in the workplace. This requires employees to have all the facts about unionization before them, as we do with any other areas of their employment. We are committed to providing transparent and comprehensive information to help them make their choice.
Maximus has a clear position. We believe our employees are best served by working directly with the company and its leadership – not through and with a third party like a union – to address your terms and conditions of employment.
When we refer to a “direct relationship” or similar terms we are describing our preferred way of working with employees. We are not implying that this relationship would cease to exist if employees chose to be represented by a labor union. However, it is important to acknowledge that the nature of the relationship would change.
Usually, when employees are represented by a union, there’s a contract that spells out things like pay, benefits, and other job details. Everyone — including management, employees, and the union — has to stick to what’s in that contract, even if some parts aren’t ideal on a personal, individual level. This makes it harder for us to work together and adjust quickly when things change at work. Even if the contract doesn’t directly get in the way, having a union means there’s another layer added to how we interact and solve problems together.
Under the National Labor Relations Act, while employees would still have the right to meet with their supervisor or manager to address workplace issues if a union were present the union would need to be informed in advance and afforded the opportunity to participate in these discussions. This added procedural step introduces a different dynamic to these interactions. We believe that a direct, private relationship fosters a more open and efficient dialogue, with greater flexibility and speed to solve workplace issues, which is why it remains our preferred approach.
How do jobs in Maximus' federal contracts measure up?
Maximus is committed to the health and financial wellness of our employees. Hourly workers have access to no premium medical insurance and subsidized dependent coverage through the company. We also offer free benefits covering physical, financial, and emotional wellbeing. Additional benefits include a company-matched 401(k), paid time off, sick leave, paid parental leave, a tuition reimbursement program, and an employee assistance program. Each year, Maximus responds to employee and competitive interests, which has included increasing annual PTO accruals, reducing prescription drug co-pays by 50% on average, contributing $500 HSA funding for dependents enrolled in free plan, enhancing our dental plan to cover basic services at 100% and increase coverage for major services to 70% (well above industry standard), and more.
We respect our employees’ right to make a choice on whether to be represented by a union freely. To date, our employees have overwhelmingly chosen not to unionize. Maximus remains committed to providing all employees a voice through open communication, regular feedback mechanisms, and a culture of mutual respect.
The safety and wellbeing of our employees is paramount. We maintain strict zero-tolerance policies prohibiting any form of discrimination, harassment, or retaliation, with regular training for all employees. Our dedicated Health & Safety team ensures all workplaces meet or exceed OSHA standards.
Our culture is built on six core values: Accountability, Collaboration, Compassion, Customer Focus, Innovation, and Respect. These are reinforced constantly through communications, events, recognition programs, and leadership modeling the values every day. In our 2026 employee survey, 89% said they intend to stay at Maximus for at least the next year. We strive to ensure that every employee feels valued and engaged.
As required by the McNamara-O’Hara Service Contract Act, which determines wages for covered workers, all Maximus workers are paid a stable and predictable living wage before overtime, incentives, and bonuses. This act is designed to ensure that base pay for workers is fair and equitable within the market where they reside. Wages increase with increased skills and experience. We enthusiastically support Federal Contractor Minimum Wage orders and have consistently advocated for reforms to the SCA that would allow us to further enhance employee wages and benefits.
Recruiting, hiring, and retaining a workforce that reflects the communities and programs we serve is a core value. Maximus maintains and continually refines its approaches to attract talent at all organizational levels, including recruitment programs with local colleges and universities and partnerships with higher education institutions on skills development.
At Maximus, employee growth isn't just encouraged — it's embedded in our culture. We offer comprehensive career development support through robust job skills training, leadership programs, online learning platforms, tuition assistance, and mentoring opportunities. Our dedicated Career Development team is available to work personally with employees to map their professional journey, identify advancement pathways, and connect them with the resources they need to succeed.
As part of our commitment to internal mobility, in 2025, we promoted from within to fill every Quality Control Supervisor opening — a 100% internal promotion rate from Quality Control Analyst positions.
