HVAC Careers

HIRING AND EMPLOYMENT POLICIES OF ADDISON SMITH MECHANICAL CONTRACTOR, INC.(Required)

Thank you for considering Addison Smith Mechanical Contractor, Inc. as a potential employer. Here we have provided a checklist of important components of the hiring process. Please review these policies and check the box at the left to note that you have read and understand them.

Addison Smith Mechanical Contractor, Inc. is an equal employment opportunity employer which selects the individual who is the best match for a position based on job related qualifications, without regard to race, color, creed, sex, national origin, religion, sexual preference, age, disability, or other protected group status.

If you are the successful applicant for this position or for any other position, Addison Smith Mechanical Contractor, Inc. will contact you by telephone, letter, or email to extend an offer of employment to you. The offer letter will provide an overview of terms and conditions of employment.

Like substantially all American employers, Addison Smith Mechanical Contractor, Inc. employs its personnel "at will." This means that you are free to leave your employment with Addison Smith Mechanical Contractor, Inc. at any time, and Addison Smith Mechanical Contractor, Inc. is free to terminate your employment at any time. The period upon which compensation is based, e.g., hourly, monthly, annually, does not modify an employee's at will status.

Addison Smith Mechanical Contractor, Inc. embraces a zero tolerance policy on harassment. This means that any harassment of fellow employees, customers, vendors, or anyone associated in any way with Addison Smith Mechanical Contractor, Inc. is strictly prohibited. All complaints of harassment will be promptly, fully and fairly investigated. Persons found guilty of harassment of any kind including, without limitation, harassment based upon gender, race, or sexual orientation, are subject to discipline up to and including discharge.

Any modifications of the standard policies of Addison Smith Mechanical Contractor, Inc. must be approved in writing by applicable hiring manager of Addison Smith Mechanical Contractor, Inc.. Any modifications related to your employment should be in writing signed by you and your hiring manager.

Any intentional falsification, misrepresentation, or distortion made in any company document, including employment applications, is grounds for immediate discharge.

All policies of Addison Smith Mechanical Contractor, Inc. are in writing. They are contained in the employee handbook. You should not rely upon any oral representations made to you by anyone in the company, if the representation is contrary to the written policy.

Drug and alcohol abuse is, sadly, widespread throughout the country costing employers millions of dollars annually in medical costs, lost productivity, and the like. Addison Smith Mechanical Contractor, Inc. therefore requires all new employees to pass an initial drug screening prior to employment Addison Smith Mechanical Contractor, Inc. may at any time ask you to submit to a random drug test. Likewise, if Addison Smith Mechanical Contractor, Inc. ever has reason to suspect your use of illegal drugs or misuse of legal ones, or your use of alcohol during work hours, Addison Smith Mechanical Contractor, Inc. has the right to require you to submit to drug and/or alcohol testing.

Candidate's Signature:(Required)

I hereby acknowledge that I understand the foregoing policies and principles, and have indicated my understanding by checking the appropriate boxes. I understand that compliance with the foregoing, as applicable, is a material term and condition of my employment.

Date:(Required)

Application

Candidate's Name:(Required)

First Last

Date of Birth:(Required)

Address:(Required)

Street Address Address Line 2 City State / Province / Region ZIP / Postal Code

Phone:(Required)

Are you 18 years of age or older?(Required)

Yes

No

Are you either a U.S. citizen or an alien authorized to work in the U.S.?(Required)

Yes

No

Have you ever been convicted of a felony?(Required)

Do you have any physical conditions which may limit your ability to perform the particular job for which you are applying?(Required)

Education

High School:

Graduated?

Yes

No

Course of Study:

Technical School:

Graduated?

Yes

No

Course of Study:

College/University:

Graduated?

Yes

No

Course of Study:

Post-Graduate Education:

Graduated?

Yes

No

Course of Study:

Other education, training, or special skills:

Skills

Certifications, Licensing, Relevant Courses taken, not listed above etc.

Work Experience

Please list all previous employment, beginning with the most recent. **Please include minimum of 3 years of employment history.**

Employer:

Address:

Street Address Address Line 2 City State / Province / Region ZIP / Postal Code

Start Date:

End Date:

Position Held:

Reason for Leaving:

Supervisor's Name & Title:

May we contact?

Yes

No

Description of Duties:

Starting Compensation:

Final Compensation:

Employer:

Address:

Street Address Address Line 2 City State / Province / Region ZIP / Postal Code

Start Date:

End Date:

Position Held:

Reason for Leaving:

Supervisor's Name & Title:

May we contact?

Yes

No

Description of Duties:

Starting Compensation:

Final Compensation:

References

Identify three personal references (Not former Employers or Relatives)

Name:(Required)

Phone:(Required)

Email:(Required)

Address:(Required)

Street Address City State / Province / Region ZIP / Postal Code

Position or Title:(Required)

Years Known:(Required)

Name:(Required)

Phone:(Required)

Email:(Required)

Address:(Required)

Street Address City State / Province / Region ZIP / Postal Code

Position or Title:(Required)

Years Known:(Required)

Name:(Required)

Phone:(Required)

Email:(Required)

Address:(Required)

Street Address City State / Province / Region ZIP / Postal Code

Position or Title:(Required)

Years Known:(Required)

Authorization and Acknowledgements

I acknowledge receipt of the separate documents entitled Disclosure Regarding Background Investigation and A Summary of Your Rights Under the Fair Credit Reporting Act and certify that I have read and understand both of those documents. I hereby authorize the obtaining of"consumer reports" and/or "investigative consumer reports" by hte Company at any time after receipt of this authorization and throughout my employment, if applicable and to the extent permitted by law. For the purpose of preparing abackground check for Company, Ihereby authorize any law enforcement agency, administrator, state or federal agency, institution, school or university (public or private), information service bureau, past ro present employers, motor vehicle records agencies, or insurance companyot furnish any and al background information requested by Checkr, Inc., One Montgomery Street, Suite 2000 San Francisco, CA 94104|841-824-3257 |https://checkr.com/applicant,as alowed yb law, including information concerning my employment and earnings history, education, credit history, motor vehicle history, criminal history, military service, and professional credentials and licenses. I agree that an electronic copy of this Authorization shall be as valid as the original.

Disclosure Regarding Background Investigation

Checkr (the "Company") may obtain information about you from a third party consumer reporting agency for employment purposes. Thus, you may be the subject of a"consumer report" and/or na "investigative consumer report," sa defined ni California, which may include information about your character, general reputation, personal characteristics, and/or mode of living, and which can involve personal interviews with sources such as your neighbors, friends, or associates. These reports may contain information regarding your criminal history, motor vehicle records ("driving records"), verification of your education or employment history, or other background checks. You have the right, upon written request made within a reasonable time to request whether a consumer report has ben run about you, and disclosure of the nature and scope of any investigative consumer report and ot request a copy of your report. Please be advised that the nature and scope of the most common form of investigative consumer report si an employment history or verification. These searches wil eb conducted by Checkr, Inc., One Montgomery Street, Suite 2000 San Francisco, CA 94104| 344-824-3257 | https://checkr.com/applicant. The scope of this disclosure si all-encompassing, however, allowing the Company ot obtain from any outside organization al manner of consumer reports throughout the course of your employment to the extent permitted by law.

Candidate's Signature(Required)

Authorization and Acknowledgements

I affirm that the information I have provided in this application is true to the best of my knowledge, information and belief, and I have not knowingly withheld any information requested. I understand that withholding or misstating any information requested in this application is grounds for rejection of my application, and that providing false or misleading information in this application is grounds for discharge. I authorize the company to verify my references, record of employment, education record, and any other information I have provided. Unless otherwise noted, I authorize the references I have listed to disclose any information related to my work record and my professional experiences with them, without giving me prior notice of such disclosure. In addition, I release the company, my former employers and all other persons and entities, from any and all claims, demands or liabilities arising out of or in any way related to such inquiry or disclosure.

Candidate's Signature

Date

Candidate Disclosure, Authorization & Consent for the Procurement of Consumer Reports

Section I: Disclosure

Addison Smith Mechanical Contractor, Inc. (the “Company”) may request background information about you from a consumer reporting agency in connection with your employment application and for employment purposes. The report ordered is defined by the Fair Credit Reporting Act (FCRA) as a Consumer Report, and all inquiries are limited to information that affects job performance and the workplace. It is conducted in accordance with applicable federal and state laws including the FCRA. The screening will be conducted by an outside agency — GoodHire, LLC. – Address: P.O. Box 391403 Omaha, NE 68139 | Phone: 1-888-906- 7351 | Fax: 650-362-1933 | Email: support@goodhire.com. As a result, GoodHire may obtain a Consumer Report on you as an applicant or during employment.

A consumer report is a compilation of information that might affect your employability. The scope of the report may include information concerning your driving record, civil and criminal court records, credit, drug screening results, worker’s compensation record, education, credentials, identity, past addresses, social security number, previous employment and personal references.

Should an employer rely upon a consumer report for an adverse action, the FCRA mandates you be provided with a copy of the consumer report and a summary of your rights. An adverse action is defined as “a denial of employment or any other decision for employment purposes that adversely affects any current or prospective employee.”

Section II: Authorization and Release

I have carefully read and understand this Candidate Disclosure, Authorization & Consent for the Procurement of Consumer Reports form and the attached summary of rights under the Fair Credit Reporting Act By my signature below, I consent to the release of consumer reports and investigative consumer reports prepared by a consumer reporting agency, GoodHire, LLC., to the Company and its designated representatives and agents. By my signature below, I authorize the company to share the contents of this consumer report or investigative consumer report with its partners and clients in an effort to place me into an employment/independent contractor relationship with those partners. I understand that if the Company hires me, my consent will apply, and the Company may obtain reports, throughout my employment. I also understand that information contained in my job application or otherwise disclosed by me before or during my employment, if any, may be used for the purpose of obtaining consumer reports and/or investigative consumer reports. By my signature below, I authorize law enforcement agencies, learning institutions (including public and private schools and universities), information service bureaus, credit bureaus, record/data repositories, courts (federal, state and local), motor vehicle records agencies, my past or present employers, the military, and other individuals and sources to furnish any and all information on me that is requested by the consumer reporting agency. By my signature below, I certify the information I provided on this form is true and correct and will be valid for any reports that may be requested by or on behalf of the Company.

Untitled

I authorize GoodHire and its agents to contact my current employer if necessary to verify my current employment status after the following date:

Applicant Name:

First Last

Email:

Signature

Date

Untitled

Check this box to receive a free copy of any Consumer Report, Investigative Consumer Report or Credit Report from GoodHire electronically. For a paper copy, contact GoodHire at 1-888-906-7351 or support@goodhire.com.

Section III: A Summary of Rights Under The FCRA

Para información en español, visite www.consumerfinance.gov/learnmore o escribe a la Consumer Financial Protection Bureau, 1700 G Street N.W., Washington, DC 20552.

The federal Fair Credit Reporting Act (FCRA) promotes the accuracy, fairness, and privacy of information in the files of consumer reporting agencies. There are many types of consumer reporting agencies, including credit bureaus and specialty agencies (such as agencies that sell information about check writing histories, medical records, and rental history records). Here is a summary of your major rights under the FCRA. For more information, including information about additional rights, go to www.consumerfinance.gov/learnmore or write to: Consumer Financial Protection Bureau, 1700 G Street N.W., Washington, DC 20552.

You must be told if information in your file has been used against you. Anyone who uses a credit report or another type of consumer report to deny your application for credit, insurance, or employment – or to take another adverse action against you – must tell you, and must give you the name, address, and phone number of the agency that provided the information.
You have the right to know what is in your file. You may request and obtain all the information about you in the files of a consumer reporting agency (your “file disclosure”). You will be required to provide proper identification, which may include your Social Security number. In many cases, the disclosure will be free. You are entitled to a free file disclosure if:

a person has taken adverse action against you because of information in your credit report;
you are the victim of identity theft and place a fraud alert in your file;
your file contains inaccurate information as a result of fraud;
you are on public assistance;
you are unemployed but expect to apply for employment within 60 days.

In addition, all consumers are entitled to one free disclosure every 12 months upon request from each nationwide credit bureau and from nationwide specialty consumer reporting agencies. See www.consumerfinance.gov/learnmore for additional information.

You have the right to ask for a credit score. Credit scores are numerical summaries of your credit-worthiness based on information from credit bureaus. You may request a credit score from consumer reporting agencies that create scores or distribute scores used in residential real property loans, but you will have to pay for it. In some mortgage transactions, you will receive credit score information for free from the mortgage lender.
You have the right to dispute incomplete or inaccurate information. If you identify information in your file that is incomplete or inaccurate, and report it to the consumer reporting agency, the agency must investigate unless your dispute is frivolous. See www.consumerfinance.gov/learnmore for an explanation of dispute procedures.
Consumer reporting agencies must correct or delete inaccurate, incomplete, or unverifiable information. Inaccurate, incomplete, or unverifiable information must be removed or corrected, usually within 30 days. However, a consumer reporting agency may continue to report information it has verified as accurate.
Consumer reporting agencies may not report outdated negative information. In most cases, a consumer reporting agency may not report negative information that is more than seven years old, or bankruptcies that are more than 10 years old.
Access to your file is limited. A consumer reporting agency may provide information about you only to people with a valid need -- usually to consider an application with a creditor, insurer, employer, landlord, or other business. The FCRA specifies those with a valid need for access.
You must give your consent for reports to be provided to employers. A consumer reporting agency may not give out information about you to your employer, or a potential employer, without your written consent given to the employer. Written consent generally is not required in the trucking industry. For more information, go to www.consumerfinance.gov/learnmore.
You many limit “prescreened” offers of credit and insurance you get based on information in your credit report. Unsolicited “prescreened” offers for credit and insurance must include a toll-free phone number you can call if you choose to remove your name and address from the lists these offers are based on. You may opt out with the nationwide credit bureaus at 1-888-5-OPTOUT (1-888-567-8688).
You may seek damages from violators. If a consumer reporting agency, or, in some cases, a user of consumer reports or a furnisher of information to a consumer reporting agency violates the FCRA, you may be able to sue in state or federal court.
Identity theft victims and active duty military personnel have additional rights. For more information, visit www.consumerfinance.gov/learnmore.

States may enforce the FCRA, and many states have their own consumer reporting laws. In some cases, you may have more rights under state law. For more information, contact your state or local consumer protection agency or your state Attorney General. For information about your federal rights, contact:

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Job Application

Application

Position Desired

Education

Skills

Work Experience

References

Authorization and Acknowledgements

Disclosure Regarding Background Investigation

Authorization and Acknowledgements

Candidate Disclosure, Authorization & Consent for the Procurement of Consumer Reports

Section I: Disclosure

Section II: Authorization and Release

Section III: A Summary of Rights Under The FCRA