U.S. law requires that, if hired, you must furnish appropriate documentation establishing identity and employment eligibility, generally within 72 hours of starting work. For example, acceptable documents include: a U.S. Passport, INS forms 688 or 688A; a Social Security Card or birth certificate issued by government authority and a driver’s license, school I.D. with photo or other government issued documentation establishing identity. Certain other documents are equally acceptable. Please consult a member of the management team and ask them for a copy of INS form I-9 for a list of these documents.
You may exclude information regarding any conviction for which the record has been judicially ordered sealed, expunged or statutorily eradicated. You also may exclude information regarding any conviction that is more than two years old for a violation of California Health and Safety Code Sections 11357, 11360, 11364, 11365 or 11550 (or predecessor statues) as they relate to marijuana.
*Answering yes will not necessarily bar you from employment. Applicants are not required to disclose sealed or expunged conviction records or the existence of such records.
1. I represent and acknowledge that I can read and write English.
2. I certify that I have read this application and the information on it is complete and correct. I understand that any omissions or misrepresentation of information is grounds for dismissal.
3. I authorize the persons, employers, schools and organizations listed on this application to give you any information concerning my employment and other pertinent information they may have, personal and otherwise, ad release all parties from all liability and damages that may result from furnishing this to you.
4. I acknowledge that Employer reserves the right to amend or modify any of its handbooks or policies at any time and without prior notice. These policies do not create any promises or contractual rights between employer and its employees. Employee’s employment is at will. This means an employee is free to terminate his/her employment at any time, without any reason, with or without cause, and the employer retains these same rights. Exceptions can only be made by the General Manager and must be in writing, addressed to a particular individual, signed and dated by the General Manager.
5. Employer is an Equal Opportunity Employer. Various federal, state, and local laws prohibit discrimination on account of race, color, religion, sex, age, national origin, disability, sexual orientation, veteran’s status or other protected categories. It is this Employer’s policy to comply fully with these laws, as applicable, and information requested on this application will not be used for any purpose prohibited by law.
6. I understand that as a part of the procedure for my employment application an investigative consumer report may be concerning my character, general reputation, personal characteristics and mode of living. Upon written request, additional disclosure concerning the complete nature and scope of the investigation will be provided. If I am denied a job based either wholly or in part because of information contained in an investigative consumer report. I will be provided the name and address of the reporting agency that supplies the information.
7. For the first deduction made and remitted, an employer may charge up to $5 in administrative fees. Thereafter, a maximum of $2 may be charged per deduction. The fee should come out of the employee’s wages, and not the support payment. While the combined total of the support payment and the administrative fee can never exceed the maximum withholding limits, this administrative fee does take priority over the support payment, and should be allocated first.