Effective Date: May 2, 2022
Recreational Equipment, Inc. and our subsidiaries and affiliates (collectively, “REI,” “we” and/or “our”) know that you care about how your personal information is used and shared, and we take your privacy seriously. This Job Applicant Privacy Notice (the “Notice”) describes how REI collects, uses, and discloses (collectively, “Processes") personal information about Applicants.
This Notice applies to job applicants and prospects (collectively, “Applicants,” “you” or “your”) in connection with REI’s recruitment activities, including but not limited to information we receive through our careers portal (https://rei.jobs), in-store applications, and other recruiting activities and channels.
In some cases, you may provide personal information to third parties that partner with us for recruitment purposes. This could be, for example, when you apply for a job at REI on a third- party website. By interacting with these third parties, you understand that your personal information may be treated in accordance with the privacy policies of such third parties and REI has no control over their privacy practices. Please carefully review the applicable privacy policies before providing personal information to such third parties.
We collect personal information in connection with your application to work with us. The categories of personal information we collect include:
Identifiers, such as full name, telephone number, personal email address, location (e.g., physical address), LinkedIn profile and website (if provided voluntarily), and other similar identifiers;
Characteristics of protected classifications under state or federal law, such as age and gender, marital status, race or ethnicity, sexual orientation, veteran status, and disability status;
Professional and employment-related information, such as personal information contained on employment applications, resumes, curriculum vitae, and cover letters, personal information provided to us during an interview, personal information shared by references or included in criminal background checks, your employment history, current salary, and work authorization status, and other work-related documentation including records, forms, logs, and agreements;
Education information, such as names, and graduation dates, of educational institutions attended educational institutions attended;
Health and health-related information, such as medical conditions or information related to symptoms of, or risk of exposure to, certain illnesses (e.g., contact with others who may be sick or relevant travel history); and
Internet or electronic network activity information in order to facilitate your use of rei.jobs, including, but not limited to, information regarding your interaction with rei.jobs and other information collected via cookies, web beacons and similar technologies.
Your decision to apply for a position and provide your personal information to us is voluntary. We will tell you if information is required to move forward with your application.
Sensitive Information: In some cases, we may collect sensitive personal information about Applicants, which requires a higher level of protection. Please note that, where permitted by law, we may collect, store, and use sensitive personal information about you, including race, ethnicity, veteran status, disability status, gender, age, marital status, and health and medical conditions. We collect this information for specific purposes, such as to improve our diversity and inclusion efforts and comply with legal obligations. You are entirely free to decide whether to provide such information and your application will not be affected either way. Except as specifically requested, we ask that you avoid submitting information which may qualify as sensitive information under applicable law, including race, religion, ethnicity, nationality, age, gender identity, sexual life or sexual orientation, medical or health information, genetic or biometric data, political opinions, political party or trade union membership and judicial data such as criminal records.
Generally, we collect personal information directly from you in circumstances where you provide it, such as when you create an account on rei.jobs, submit a job application, or when we conduct a phone or in-person interview. We may also receive information about you from other sources, such as from your named references, persons who referred you for a position, your previous employers or educational institutions, background checks (if applicable),recruiting agencies, third party recruitment sources and websites, publicly accessible sources such as your LinkedIn profile and other social media platforms, and third party platforms (such as Facebook, Dropbox or Google) in accordance with the authorization procedure determined by that platform, if you choose to connect your rei.jobs account with your accounts on such platforms.
We also use tracking technologies, such as cookies and web beacons, to collect certain information automatically about your interactions with rei.jobs. A “cookie” is a small text file stored on your hard drive or in device memory that help us improve rei.jobs and your experience. Web beacons (also known as “pixel tags” or “clear GIFs,”) are electronic images that we use on rei.jobs and in our emails to help deliver cookies, count visits, and understand usage.
We use your personal information to evaluate a potential employment relationship with you and for other business purposes. In particular, we use personal information to:
Assess your skills, qualifications, and suitability for the role;
Communicate with you about the recruitment process;
Verify your information and complete your reference and/or background checks (where applicable) if we offer you a position;
Manage and improve our recruitment and hiring process more generally and enable other processing for legitimate business interests and internal uses that are reasonably aligned with the expectations of Applicants;
Detect and respond to suspected fraud, security incidents, or other activity which is illegal or violates REI’s policies;
Protect REI’s and other’s rights and property;
Cooperate with law enforcement investigations and comply with applicable laws, regulations, legal processes, and governmental requests;
Comply with our legal obligations and internal policies; and
Carry out other uses with your consent, which you may withdraw at any time.
If we hire you, information we collect in connection with your application will become part of your employment record and used to manage the onboarding process and for other employment-related purposes in accordance with our internal employee privacy notice.
Within REI: We disclose personal information to REI personnel and affiliates who need to know the information for the purposes described above, including personnel in the Recruiting, Human Resources, and Information Technology departments, and in the department responsible for the position for which you are applying.
Third-Party Service Providers: We use third party service providers to perform services on our behalf. For example, we share certain information with service providers who facilitate our applicant tracking system, communication and interview platforms, travel booking, expense management, relocation support, reporting and analytics, and verification/background checks.
Professional Advisors: We share information with recruitment agencies working with us in relation to your recruitment as well as, if needed, with our professional advisors, including accountants, auditors, lawyers, insurers, and bankers. We only permit these advisors to Process your personal information for specified purposes and, as appropriate, in accordance with our instructions and the provisions of this Notice and applicable law.
Other Third Parties: In certain limited circumstance, we may share personal information with other third parties, including (a) to comply with our legal obligations, to protect the rights and property of REI, our customers and the public, to cooperate with law enforcement investigations, and to detect and respond to suspected illegal activity and threats to the health or safety of any person or of our systems or services; (b) in connection with, or during negotiations of, any merger, joint venture, sale of company assets, financing, or acquisition of all or a portion of our business, assets or stock by another company (including in connection with any bankruptcy or similar proceedings); and/or (c) with your consent and at your direction.
We may also share aggregated or de-identified information, which cannot reasonably be used to identify you.
If you have any questions regarding this Notice, please contact us at firstname.lastname@example.org.
We may change this Notice from time to time. Each version of this Notice is identified by its effective date. If we make changes to this Notice that have a material impact on your rights with respect to how we Process your personal information, we will notify you via appropriate communication channels.
§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.