CONCESSIONS/FOOD SERVICE EMPLOYEE APPLICATION Please complete the following application IN FULL and bring it to our 2015 CONCESSIONS OPEN CASTING CALL Wednesday, February 4 4:00pm - 6:30pm* NewBridge Bank Park THE OPEN CASTING CALL IS MANDATORY for seasonal employment consideration with the Professional Sports Catering. APPLICATIONS WILL ONLY BE ACCEPTED DURING THIS TIME. *Please do not attempt to submit your application prior to February 4. The Concessions Open Casting Call process will take less than 20 minutes. Please join us at a time of your convenience during the hours of 4:00pm - 6:30pm.
Personal Information Pre-Employment Questionnaire Equal Opportunity Employer Name (last name first) Social Security Number - - Present address City State Zip Code Home phone number Daytime phone number Employment Desired Position(s) of interest Date you can start Are you currently employed? Yes No If yes, may we inquire of your present employer? Yes No Have you ever worked at NewBridge Bank Park before? Yes No If yes, what did you do? Have you ever applied for employment with Professional Sports Catering? Yes No Were you hired by Professional Sports Catering? Yes No If yes, what year did you start? What position(s) did you hold? Are you 18 years of age or older? Yes No If no, how old are you? Education High school Location Years attended Did you graduate? College Location Years attended Did you graduate? Other Location Years attended Degree/Certificate Earned Employment history (Please list your last three employers, starting with your most current) Month & year Name & Address of Employer Position Reason for leaving 1 2 3
References (Please list the names of two persons not related to you, whom you have known at least one year) Name Address Phone # Years Known 1 2 Special Skills Do you speak, write or understand any foreign languages? Yes No If yes, what languages? Do you have any other experience, training, qualifications or skills, which you feel make you especially well suited for work with Professional Sports Catering? Professional society memberships, extra curricular activities: How did you hear about employment with Professional Sports Catering? Radio Television Newspaper Poster Friend Other (please explain) Can you perform the essential duties of the job in which you wish to be employed, with or without accommodation? With Accommodation Without Accommodation Authorization CERTIFY THAT THE FACTS CONTAINED IN THIS APPLICATION ARE TRUE AND COMPLETE TO THE BEST OF MY KNOWLEDGE AND UNDERSTAND THAT, IF EMPLOYED, FALSIFIED STATEMENTS ON THIS APPLICATION SHALL BE GROUNDS FOR DISMISSAL. AUTHORIZE INVESTIGATION OF ALL STATEMENTS CONTAINED HEREIN AND THE REFERENCES AND EMPLOYERS LISTED ABOVE TO GIVE YOU ANY AND ALL INFORMATION CONCERNING MY PREVIOUS EMPLOYMENT AND ANY PERTINENT INFORMATION THEY MAY HAVE, PERSONAL OR OTHERWISE, AND RELEASE THE COMPANY FROM ALL LIABILITY FOR ANY DAMAGE THAT MAY RESULT FROM UTILIZATION OF SUCH INFORMATION. ALSO UNDERSTAND AND AGREE THAT NO REPRESENTATIVE OF THE COMPANY HAS ANY AUTHORITY TO ENTER INTO ANY AGREEMENT FOR EMPLOYMENT FOR ANY SPECIFIED PERIOD OF TIME, OR TO MAKE ANY AGREEMENT CONTRARY TO THE FOREGOING, UNLESS IT IS IN WRITING AND SIGNED BY AUTHORIZED COMPANY REPRESENTATIVE. Signature Date
PLEASE READ ALL PROVIDED NOTICES BEFORE ANSWERING: Have you ever been convicted of, plead guilty, no contest or nolo contendere, to a misdemeanor or felony in the previous seven (7) years?* *Do not report any conviction that has been sealed, expunged, statutorily eradicated, annulled, impounded, erased, dismissed, dismissed under a first offender s law, pardoned by the Governor or which state law allows you to lawfully deny as set forth below. You are also not required to disclose violations, infractions, petty misdemeanors or summary offenses. A conviction will not necessarily be a bar to employment. This information will only be used for job-related purposes consistent with applicable law and is only relevant in determining whether the conviction is related to the job for which you are applying. Factors such as age at the time of the offense(s), recentness of the offense(s), seriousness of the offense(s), nature of the violation(s), its relation, if any, to the job you are seeking, and rehabilitation will be taken into account. Failure to honestly answer these questions will result in discontinued consideration of your application or termination of employment. Yes No * California applicants/employees/residents: You need not disclose any referral to, and participation in, any pre-trial or post-trial diversion program, or any misdemeanor convictions for which probation has been successfully completed and discharged. Do not list any marijuanarelated misdemeanor convictions over two years old, or felony marijuana convictions under California Health and Safety Code Section 11360 (c) which occurred prior to 1976. San Francisco, CA applicants/employees/residents: DO NOT answer this question during the initial application stage or prior to any interview. San Francisco city ordinance prohibits employers from making inquiries regarding applicants criminal history information in an initial written application form. You may be required to provide some criminal history information only after an initial interview. * Connecticut applicants/employees/residents: You need not disclose any conviction record that has been erased pursuant to Sections 46(b)-146, 54-76o or 54-142a of the Connecticut General Statutes. Records subject to erasure under these sections are records relating to a finding of delinquency or that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed, nolled, or withdrawn, or a criminal charge for which the person was found not guilty or received an absolute pardoned conviction. Any person whose records were erased within the meaning of these three sections may consider such events to have never occurred and may so swear under oath. * District of Columbia applicants/employees/residents: DO NOT respond to this question until you have been given a conditional offer of employment. Employees, DO NOT include any arrest or criminal accusation made against you, which is not now pending or which did not result in a conviction. * Georgia applicants/employees/residents: 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/employees/residents: DO NOT respond to this question until you have been given a conditional offer of employment. * Kentucky applicants/employees/residents: DO NOT respond Yes as a result of any misdemeanor conviction where the date of conviction was more than five years ago. * Baltimore, Maryland applicants/employees/residents: DO NOT respond to this question until you have been given a conditional offer of employment. *Massachusetts applicants/employees/residents: DO NOT answer this question during the initial application stage or prior to any interview. Massachusetts law prohibits employers from making inquiries regarding applicants criminal history information in an initial written application form. You may be required to provide some criminal history information later in the hiring process. An applicant for employment with a sealed record on file with the commissioner of probation may answer no to the above with respect to an inquiry herein relative to prior arrests, criminal court appearances or convictions. In addition, any applicant for employment may answer no to the above with respect to any inquiry relative to prior arrests, court appearances and adjudications in all 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. You may exclude information regarding first convictions for the following misdemeanors: drunkenness, simple assault, speeding, minor traffic violations, affray, or disturbance of the peace, or a conviction for any misdemeanor where the conviction occurred or any prison sentence ended five or more years ago whichever date is later, unless you have been convicted of another offense within the last 5 years. * Michigan applicants/employees/residents: DO NOT identify any misdemeanor arrests, detentions or dispositions that did not result in conviction. * Minnesota applicants/employees/residents: DO NOT answer this question during the initial application stage or prior to any interview. Minnesota law prohibits employers from making inquiries regarding applicants criminal history information in an initial written application form. You may be required to provide some criminal history information later in the hiring process. * Nebraska applicants/employees/residents: DO NOT identify a sealed juvenile record of arrest, custody, complaint disposition, diversion, adjudication or sentence. * Nevada applicants/employees/residents: DO NOT disclose misdemeanor convictions that occurred more than seven years ago or that did not result in imprisonment. Please note that the discharge and dismissal of certain first time drug offenses, after the completion
of probation and any required treatment or educational programs, does not constitute a conviction for purposes of employment. * Newark, New Jersey applicants/employees/residents: DO NOT respond to this question until you have been given a conditional offer of employment. You may be required to provide some criminal history information later in the hiring process. * New York applicants/employees/residents: You may answer no record concerning any criminal proceeding 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; any conviction for a violation that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment, or providing of credit or insurance. Buffalo, NY applicants/employees/residents: DO NOT answer this question during the initial application stage or prior to any interview. Buffalo city ordinance prohibits employers from making inquiries regarding applicants criminal history information in an initial written application form. You may be required to provide some criminal history information either at or after an initial interview. Rochester, NY applicants/employees/residents: DO NOT answer this question during the initial application stage or prior to any interview. Rochester city ordinance prohibits employers from inquiring about the applicants criminal history information in an initial written application form. You may be required to provide some criminal history information only after an initial interview. * Ohio applicants/employees/residents: DO NOT report any conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11. * Pennsylvania applicants/employees/residents: DO NOT identify convictions for summary offenses. Philadelphia, PA applicants/residents: DO NOT answer this question during the application stage or until after a first interview. A Philadelphia ordinance prohibits employers from making inquiries regarding applicants criminal history information in an application. You may be required to provide some criminal history information later in the hiring process. * Rhode Island applicants/employees/residents: DO NOT answer this question during the initial application stage or prior to any interview. Rhode Island state law prohibits employers from making inquiries regarding applicants criminal history information in an initial written application form. You may be required to provide some criminal history information later in the hiring process. *Washington applicants/employees/residents: You may exclude convictions that occurred over ten years ago. Seattle, WA applicants/employees/residents: DO NOT respond to this question until you have been given a conditional offer of employment. In addition to the above, you may exclude a criminal conviction that has been the subject of a certificate of rehabilitation or other equivalent procedure based on a finding of the rehabilitation. *Washington, D.C. applicants/employees/residents: See District of Columbia instructions above. If you answered Yes to any of the above questions, provide city, county, and state of conviction and date and nature of the offense, along with sentencing information. Enter N/A if you answered No and this question does not apply to you. Please also provide any other information you would like the Company to consider including but not limited to: the time that has elapsed since the offense, your age at the time of the offense, facts or circumstances surrounding the offense, the number of offenses for which you have been convicted, your employment history before and after conviction, evidence of rehabilitation, and/or other mitigating factors. Please use additional pages if necessary to answer this question. I certify that the foregoing information is true, complete and accurate. I understand that providing any false information or omitting any material information on this Background Information Form will be sufficient grounds for rejection of my application or termination of my employment. Employee Name (Please Print): Employee Signature: Date: PSC Background History Information Form_Revised 11/20/2014