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Notice: This page is intended to provide updates regarding hiring/recruiting practices during the COVID-19 Pandemic.  If you are looking for general COVID-19 REI Co-op updates, please visit this page. 


COVID-19 HIRING UPDATES

REI is closely following the latest news on the Coronavirus Diseaseand implementing processes that promote candidate and employee safety.  As our CEO Eric Artz has shared, in some places, “opening” our stores will mean curbside service for orders placed online for now. In others, our doors will open for a limited number of customers. In every case, we’ll be taking precautions for the health and safety of our employees, customers and communities. We have health and safety procedures in place for our store teams.  We’ll also be closely following guidance from national, state and local authorities to make sure we’re operating in compliance with any restrictions in your area.


What to expect if you're selected to interview for a job at REI:
  • The health and safety of our employees, candidates and customers is our top priority.  As a result, we are making efforts to conduct interviews virtually whenever possible.  Based on the position you interview for you may be asked to record a brief video interview and/or participate in a live video or phone interview.  If you're invited to record a video interview, we recommend you review tips on how to record a successful interview.

  • If an in-person interview is necessary, and state/local guidance allows, you’ll be required to follow same guidelines as employees including:
    • Do a health screening prior to the interview. If your temperature is above 100.4 degrees your interview will need to be rescheduled. 
    • Wear a face covering or mask.  If you do not have a mask, we will provide one.
    • Follow social distancing guidelines of remaining 6 feet apart during the interview.

What to expect once you've been hired:
  • Before starting a job with REI, all employees are asked to read and acknowledge that they have read our Employee Handbook, as well as acknowledge that you are willing to adhere to the Co-op's health and safety standards
  • Employees are required to wear face coverings while in REI locations – this includes stores, distribution centers and any location being staffed by employees deemed “essential personnel.”
  • Certain jobs will require employees to use gloves, but we are making gloves available to all staff who choose to use them.
  • We are requiring employees to check for COVID symptoms before each shift and to stay home if they feel unwell, and managers are empowered and trained to send visibly sick staff home. 
  • We are also rolling out temperature check devices to all locations. As these become available, we will require an on-the-clock (paid) health screening including a temperature check upon arrival for work each day. Anyone with a fever of 100.4 or higher will be required to go home. 
  • Due to our enhanced COVID-19 cleaning procedures (including thorough, frequent cleanings of high-touch surface areas), all roles may require additional duties related to this and our daily standard cleaning services.

To request a reasonable accommodation you might require during the application or recruiting process, please contact us.


Frequently Asked Questions (FAQ's)

Does this change apply to all roles? 
Yes; as this is an evolving situation, your recruiting contact will confirm the details of your specific interview.

I was invited to participate in an in-person interview but I would prefer virtual. Is that an option?
Yes. Let your recruiting contact know that you would prefer a virtual interview instead and they will assist you.

Do I need to use video for the interview or can I just dial in via phone?
We ask that you use video for your virtual interview. Let your recruiting contact know if you do not have access to a webcam or smart phone camera.

Do you treat virtual interviews the same as onsite interviews?
While the setup is different, we treat virtual interviews the same as in-person.

Please reach out to your recruiting contact if you have any other questions.

NEW YORK CORRECTION LAW
ARTICLE 23-A, Section 753
LICENSURE AND EMPLOYMENT OF PERSONS PREVIOUSLY CONVICTED OF ONE OR MORE CRIMINAL OFFENSES

§753. Factors to be considered concerning a previous criminal conviction; presumption.

1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors:

(a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.

(b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person.

(c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.

(d) The time which has elapsed since the occurrence of the criminal offense or offenses.

(e) The age of the person at the time of occurrence of the criminal offense or offenses.

(f) The seriousness of the offense or offenses.

(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.

(h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.

2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.