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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’s Policy on Employee Vaccination

·       Effective February 9, 2022, Experiences field employees of REI are required to be fully vaccinated against COVID-19 or provide proof of a negative COVID-19 test weekly. For potential employees choosing to test weekly, more information will be provided about requirements at the time of job offer.  

·       Effective March 1, 2022: Headquarters employees accessing a headquarters facility (including vendors, contractors, designated onsite employees and SCS employees choosing to work onsite) are required to be fully vaccinated against COVID-19 unless a religious or medical accommodation request is approved, or as otherwise required by applicable law. Given that all headquarters employees must be able to come onsite at any time as business needs require or when requested by a management or leadership team member, all headquarters employees should plan to be fully vaccinated, or have an approved religious or medical accommodation prior to their start date.  Potential employees choosing to pursue accommodation will be able to request it at the time of final interviews.

 
REI is closely following the latest news on the Coronavirus Disease and implementing processes that promote candidate and employee safety. 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.


Headquarters:

  • If an in-person interview is necessary, face coverings and social distancing may be required if the COVID-19 Community levels are deemed 'High' by CDC definitions.  Additional precautions may be required including:
    • Do a health screening survey when entering the REI facility.  If your temperature is above 100.4 degrees your interview will need to be rescheduled. 


Retail Hourly Store Roles:

  • All retail hourly store roles will be utilizing HireVue, for a digital interview & you will be asked to record a brief video interview. 

HireVue video submissions will remain valid for 6 months. After the 6 months, you will be able to submit another video. 

We recommend you review tips on how to record a successful interview.

If an in-person interview is necessary, REI will require face coverings when COVID-19 Community levels are rated 'High' in your location per CDC guidelines.  Your interview scheduler will communicate if this is the case.


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
  • Within 3 days of starting, you will be asked to provide attestation of vaccination status against COVID-19, as permitted by applicable law.
  • Employees are expected to self-monitor for COVID symptoms before each shift and to stay home if they feel unwell. Managers are empowered and trained to send visibly sick staff home.
  • To request a reasonable accommodation during the application or recruiting process, please contact us.


Frequently Asked Questions (FAQ's)


Do I need to be fully vaccinated for COVID-19 to work at REI?

Experiences field employees of REI have the option to provide a negative COVID test weekly.  Headquarters employees accessing a headquarters facility (including vendors, contractors, designated onsite employees and SCS employees choosing to work onsite) are required to be fully vaccinated against COVID-19 unless a religious or medical accommodation request is approved, or as otherwise required by applicable law. Given that all headquarters employees must be able to come onsite at any time as business needs require or when requested by a management or leadership team member, all headquarters employees should plan to be fully vaccinated as soon as they are able.


I am not vaccinated against COVID-19, and do not plan to become vaccinated.  How do I know if a Medical or Religious Accommodation will be approved?

At the time of a final interview, candidates will have the ability to initiate the request for accommodation and will be able to learn the result prior to accepting the role.


I am not fully vaccinated yet.  Can I start working now while I become fully vaccinated?

If you are applying for Experiences field positions, you will need to take a COVID test weekly until you have become fully vaccinated. 

If you are applying for Headquarters positions and are accessing a headquarters facility (including vendors, contractors, designated onsite employees and SCS employees choosing to work onsite), you will be required to be fully vaccinated against COVID-19 unless a religious or medical accommodation request is approved, or as otherwise required by applicable law. As a candidate, if you cannot meet this requirement, please communicate this to your recruiter.


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 or email us at jobs@rei.com 



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.