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We appreciate your interest in Meruelo Group.  Meruelo Group is an equal opportunity employer.  The Company will provide equal employment opportunities to all applicants without regard to an applicant’s race, color, religion, sex, gender, genetic information, national origin, age, veteran status, disability, or any other status protected by federal or state law. Meruelo Group also prohibits harassment of applicants and employees based on any of these protected categories. When completing this application, you may exclude information that would disclose or otherwise reference your race, religion, age, sex, genetic information, veteran status, disability, or any other status protected by federal or state law. If you have any questions or need assistance or any accommodation in completing this application, please contact your local Meruelo Group HR office. 

THIS APPLICATION DOES NOT CREATE A CONTRACT OF EMPLOYMENT

NOR DOES IT GUARANTEE EMPLOYMENT WITH MERUELO GROUP.

Meruelo Group is an Equal Opportunity Employer

Personal Information

Have you ever used any other name(s) which is (are) necessary for us to know in order to verify your employment or educational record? If yes, provide other names used.

Are you 18 years of age or older?

To make multiple selections hold the "Control" {Ctrl} key while making your selections.

Have you previously worked for or applied for a position with Meruelo Group in any of our locations either as an employee or through an employment agency? If yes, give date and previous position held.

Do you have any friends or relatives employed by Meruelo Group? If yes, please provide the name and relationship.

ADDITIONAL EMPLOYMENT INQUIRIES

Please complete ONLY if applying for a position that will include driving:

Driver's License Information:  (Include License #, State and Expiration Date)

Driver's License Restrictions or Suspensions (respond fully if driving is required by the job for which you are applying):

What other language(s) are you fluent in? (To make multiple selections hold the "Control" {Ctrl} key while making your selections.)

PERMISSION TO WORK

Are you currently subject to a non-compete or employment agreement with another employer?

Are you currently eligible to work in the U.S., and authorized to work for this Company on an ongoing indefinite basis?

Will you now or in the future require sponsorship by this Company to attain or maintain your employment eligibility? 

CRIMINAL BACKGROUND INFORMATION

**A Note About Various State Laws**

State law applies to you as an applicant if: (a) you are applying to a Meruelo Group location within that state/city

OR (b) you are currently residing within that state/city.

If you are currently residing in or applying for jobs in San Francisco, CA; District of Columbia; HI; IL; MA; MN; Columbia, MO;  Buffalo, New York City, or Rochester, NY; NJ; OR; Philadelphia, PA; RI; or Seattle, WA, the below question should not be answered with a “yes” or “no” but instead with “I currently reside in or am applying for job positions in San Francisco, CA; District of Columbia; HI; IL; MA; MN; Columbia, MO; RI; Buffalo, New York City, or Rochester NY; NJ; OR; Philadelphia, PA; or Seattle, WA and therefore am not required to answer the question on this application and for that reason am checking this box.”

In responding to the question below, applicants are not required to disclose the existence of any conviction which has been annulled, erased, sealed, expunged, or otherwise eradicated by state or court order.  If your criminal records have been erased or expunged in accordance with state or federal law, you are deemed to have never been arrested with respect to those proceedings.

INSTRUCTION FOR ANSWERING CRIMINAL CONVICTION INQUIRY

California Applicants:  Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court.  Also, do not identify marijuana-related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana.

Connecticut Applicants:  Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54‑76o or 54-142a of the Connecticut General Statutes.  Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that has been dismissed or nolled (not prosecuted), a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon.  Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath.

Georgia Applicants: Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act.

Hawaii Applicants:  Do not answer this question at this time.  You will only have to answer this question if you receive a conditional offer of employment.  At that time you will be asked whether you have been convicted of a crime within the past ten (10) years, excluding any period of time when you were in jail.

Illinois Applicants:  Do not answer this question at this time.  The Company reserves the right to inquire into criminal convictions during the interview process or as part of a criminal background check following a conditional offer of employment.  Pursuant to 20 ILCS 2630/12, applicants are not obligated to disclose sealed or expunged records of conviction or arrest.

Massachusetts Applicants:  Do not answer this question at this time.  The Company reserves the right to inquire into criminal convictions during the interview process or as part of a criminal background check following a conditional offer of employment.   At that time, the Company will provide you with a copy of your criminal history report prior to questioning you your criminal history or if an adverse decision is made based on the report. A candidate with a sealed record on file with the Commissioner of Probation may answer “no record” with respect to an inquiry relative to prior arrests, criminal court appearances, or convictions.  In addition, a candidate may answer “no record” with respect to any cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution.  Massachusetts candidates should not disclose information regarding first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace.  Finally, Massachusetts applicants should not disclose convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than five years ago unless there have been subsequent convictions within those five years.

Minnesota Applicants: Do not answer this question at this time.  The Company reserves the right to inquire into criminal convictions after you have been selected for an interview or before a conditional offer of employment. 

New Jersey Applicants: Do not answer this question at this time.  The Company reserves the right to inquire into criminal convictions after the first interview or as part of a criminal background check following a conditional offer of employment.  Per section N.J. Stat. Ann. 34:6B-11 to 19, do not disclose expunged or pardoned convictions.

New York Applicants:  You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; and any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law.

Ohio Applicants: Do not include convictions for minor misdemeanor drug violations pursuant to Ohio Revised Code §2925.11. 

Oregon Applicants: Do not answer this question at this time.  The Company reserves the right to inquire into criminal convictions after the first interview or as part of a criminal background check following a conditional offer of employment. 

Rhode Island Applicants: Do not answer this question at this time.  The Company reserves the right to inquire into criminal convictions during an interview or as part of a criminal background check following a conditional offer of employment. 

Washington Applicants: Do not identify any conviction that is more than ten (10) years old at the time of making this application, unless some period of incarceration resulting from that conviction took place within the last 10 years.

Please Note that a “Yes” answer to any of the following questions will not necessarily disqualify you from employment.  Factors such as the age and time of offense, seriousness and nature of the violation, and rehabilitation will be considered when making any employment decision.  An applicant that resides in or is applying for positions in the states/cities that prohibit employers from asking the criminal questions on the application will not be adversely impacted by checking the third box below in response to the criminal background question.

Have you ever been convicted of, or pleaded guilty or nolo contendere to, a crime – either a felony or a misdemeanor?  You should include in your response any conviction for driving under the influence (DUI), driving while ability impaired (DWAI), and similar driving offenses that resulted in a conviction.  Do not include moving violations that resulted only in a ticket being issued.  Do not include convictions that were sealed or expunged pursuant to a court order.

If you currently reside in or are applying for a job in San Francisco, CA; District of Columbia; HI; IL; MA; MN; Columbia, MO;  Buffalo, New York City, or Rochester, NY; NJ; OR; Philadelphia, PA; RI; or Seattle, WA , you are not required to answer this question on the application and can elect to select "Not Required to Answer" in the drop-down box.

Are you currently under arrest or released on bond or on your own recognizance, pending trial for a criminal offense?  Employees residing in or applying for positions in the following states should not answer the following question regarding whether they are currently under arrest.  If yes, state the nature of the crime charged and where and when the trial will take place.  

If you currently reside in or are applying for a job in San Francisco, CA; District of Columbia; HI; IL; MA; MN; Columbia, MO;  Buffalo, New York City, or Rochester, NY; NJ; OR; Philadelphia, PA; RI; or Seattle, WA , you are not required to answer this question on the application and can elect to select "Not Required to Answer" in the drop-down box.

Are you currently employed?

All employers including your current employer may be contacted to verify the information you provide.  May we contact your current employer prior to making an offer of employment?
 

Chronologically list employment for the last 10 years beginning with your most recent employer. :

Education:

Certificates/Licenses:

Please list any Professional Associations or Organizations.

Please list at least 3 professional references who are not relatives.

Professional References:

Resume Attachment

Your resume can be uploaded in any of the following formats: DOC, DOCX, RTF, PDF.

Cover Letter
You can use the text area for a cover letter and any supplementary information you would like to provide about your career goals, availability, best times to contact you, etc.

ACKNOWLEDGEMENTS OF TERMS & CONDITIONS OF APPLICATION

**THIS APPLICATION IS NOT COMPLETE UNTIL IT IS FULLY COMPLETED, SIGNED, AND ALL STATEMENTS BELOW HAVE BEEN READ AND INITIALED.. **

I hereby certify that I have not knowingly withheld any information that might adversely affect my chances for employment and that the answers given by me are true and correct to the best of my knowledge.  I further certify that I, the undersigned applicant, have personally completed this application.   I understand that any omission or misstatement of material fact on this application or on any document used to secure employment shall be grounds for rejection of this application or for immediate discharge if I am employed, regardless of the time elapsed before discovery.

I hereby authorize Meruelo Group to thoroughly investigate my references, work record, education, DMV record, and other matters related to my suitability for employment and, further, authorize the references I have listed to disclose to the Company any and all letters, reports and other information related to my work records, without giving me prior notice of such disclosure. In addition, I hereby release the Company, my former employers and all other persons, corporations, partnerships and associations from any and all claims, demands or liabilities arising out of or in any way related to such investigation or disclosure. I promise I will not bring any legal claims or actions against my current or former employers due to their responses to any job reference request.

I understand that agreement to binding arbitration of all employment-related disputes with Meruelo Group is a condition of new employment by Meruelo Group, and that if I am hired in a non-union position, I will be required to sign a Mutual Agreement to Arbitrate Claims covering all employment-related disputes, and that if I am hired in a union position, the applicable collective bargaining agreement will contain a grievance and arbitration procedure covering all employment-related disputes. Copies of the Mutual Agreement to Arbitrate Claims and all collective bargaining agreements to which Meruelo Group is signatory describe the applicable arbitration procedures and are available from the Human Resources Department upon request.

THIS AGREEMENT IS A WAIVER OF ALL RIGHTS TO CIVIL COURT ACTIONS FOR A CLAIM SUBJECT TO ARBITRATION. ONLY THE ARBITRATOR, NOT A JUDGE OR JURY, WILL DECIDE THE CLAIM OR DISPUTE.

I understand that nothing contained in the application, or conveyed during any interview which may be granted is intended to create an employment agreement. In addition, I understand and agree that if I am employed, my employment is for no definite or determinable period and may be terminated at any time, with or without advance notice and without liability, at the option of either myself or the Company, and that no promises or representations contrary to the foregoing are binding on the Company unless made in writing and signed by me and the Company's President, CEO.

Massachusetts’ Applicants: I understand that it is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Maryland Applicants:  I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST.  AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

MONTANA APPLICANTS:  THE EMPLOYMENT RELATIONSHIP IS GOVERNED BY THE WRONGFUL DISCHARGE FROM EMPLOYMENT ACT.  MONT. CODE ANN. § 39-2-901.

Rhode Island Applicants:  Meruelo Group is covered by the applicable state workers’ compensation laws.

Smoking is prohibited in all indoor and outdoor areas of Meruelo Group unless designated smoking areas have been established by a particular location in accordance with applicable state and local law.

I understand that a job offer will be contingent on passing a job related physical examination, drug testing, and background investigation.

I further understand that the completion of an application with Meruelo Group is a preliminary step to employment.  It does not obligate Meruelo Group to offer employment to me, or for me to accept employment.  

I understand that this Application will remain active for 30 days.  If I wish to be considered for employment beyond this period, I will have to complete another application.

My initials below certifies that I agree to be bound by the terms and conditions stated in this application, which contains all the understandings between Meruelo Group and me concerning the topics addressed herein, and supersedes any prior inconsistent understandings between Meruelo Group and me on such issues.

FAIR CREDIT REPORTING ACT DISCLOSURE & AUTHORIZATION

When (1) considering your application for employment, (2) deciding whether to continue your employment (if you are hired), and (3) making other employment-related decisions directly affecting you, we may wish to obtain and use a "consumer report" from a "consumer reporting agency" about you. These terms are defined in the Fair Credit Reporting Act (FCRA). As an applicant for employment or an employee of this Company, you are a "consumer" with rights under the FCRA.

A "consumer reporting agency" is a person or business which, for fees, dues, or on a cooperation non-profit basis, regularly assembles or evaluates information on consumers for the purposes of furnishing reports to others, such as this Company.

A "consumer report" is a report prepared by a consumer reporting agency pertaining to an individual's criminal records, motor vehicle records, court records, educational records, employment records, character, general reputation, or credit.

If this Company obtains a consumer report about you, and if we consider any information in the consumer report when making an employment-related decision that directly or adversely affects you, you will be provided with a copy of the consumer report before the decision is made final by this Company. You are also free to contact the Federal Trade Commission about your rights under the FCRA, with regard to consumer reports and consumer reporting agencies.

AUTHORIZATION:

I hereby voluntarily authorize Meruelo Group to obtain consumer reports about me from a consumer reporting agency: (1) in connection with my application for employment, or (2) during the course of my employment I understand that I have certain rights under the Fair Credit Reporting Act, including those discussed above.

VOLUNTARY SELF IDENTIFICATION FORM

In order to fulfill our reporting obligations, we request your voluntary completion of the information below. Failure to complete this form will have no bearing on the processing or status of your application and will in no way impact upon your consideration for employment. If you do not self-identify, identification will be made by visual or other judgmental factors pursuant to your affirmative action reporting requirements.  The information will not be maintained with your application, or if hired, your personnel file.

Disabled and Veteran Self-Identification Questionnaire

This Company is a federal contractor subject to Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans Readjustment Act of 1974 (VEVRAA), as amended.  Section 503 prohibits job discrimination because of disability by employers holding federal contracts or subcontracts and requires such employers to take affirmative action to employ and advance in employment qualified individuals with disabilities who, with or without reasonable accommodation, can perform the essential functions of a job.  VEVRAA requires government contractors to take affirmative action to employ and advance in employment qualified special disabled veterans and qualified disabled veterans, veterans of the Vietnam era, other protected veterans, one-year recently separated veterans, three-year recently separated veterans, and Armed Forces service medal veterans. This invitation to self-identify refers to such veterans as “covered veterans”.

If you have a disability or are a covered veteran and would like to participate in our affirmative action program, please complete the form below or contact your local HR/EEO Representative.  Our affirmative action program contains policies and procedures that assure compliance with our Section 503 and VEVRAA obligations.  You may inform us of your desire to benefit under the affirmative action program now or at any time in the future. Whether you choose to so identify is voluntary on your part.

This employer also is subject to the Americans with Disabilities Act (ADA).  Consistent with the ADA, this employer’s policy is to provide reasonable accommodations to any individual with a disability who needs such an accommodation to complete the job application process or to perform the job in question.  If you need such an accommodation, you may request it at any time by contacting your local HR/EEO Representative or your supervisor.  Making a request for an accommodation will not subject you to any adverse treatment.

Disclosure of your status as an individual with a disability or covered veteran is voluntary.  Choosing not to provide this information will not subject you to any adverse treatment.  Information you submit concerning your disability will e kept confidential, except that (i) supervisors and managers may be informed regarding restrictions on the work duties of individuals with disabilities or special disabled veterans, and regarding necessary accommodations, (ii) first aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment, and (iii) Government officials engaged in enforcing the Rehabilitation Act, VEVRAA, or the Americans with Disabilities Act, may be informed.  The information provided will be used only in ways that are consistent with Section 503 of the Rehabilitation Act, VEVRAA, and the ADA.

Definitions:

Disabled Veteran means (i) a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs, or (ii) a person who was discharged or released from active duty because of a service-connected disability.

Active Wartime or Campaign Badge Veteran means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

Three-Year Recently Separated Veteran means a veteran during the three-year period beginning on the date of such veteran’ discharge or release from active duty in the U.S. military, ground, naval or air service.

Armed Forces Service Medal Veteran means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985 (61Fed Reg 1209).

VETERAN STATUS

Using the definitions above, please select the status below to identify yourself in as many covered veterans categories as apply:  (To make multiple selections hold the "Control" {Ctrl} key while making your selections.)

DISABILITY

A “disabled individual” means any person who has a physical or mental impairment which substantially limits one or more of such person’s major life activities, has a record of such impairment, or is regarded as having such impairment.

Using the definition as stated above, please check the box below to identify yourself as a disabled individual.