NOTE: DO NOT INCLUDE CONVICTIONS THAT WERE SEALED, ERADICATED OR EXPUNGED, OR THAT RESULTED IN REFERRAL TO A DIVERSION PROGRAM. Applicants in California, Connecticut, Georgia, Hawaii, Maryland and Massachusetts should read the information below BEFORE answering the questions that follow.
CALIFORNIA APPLICANTS: This does not include convictions under California Health & Safety Code §§11357(b) (formerly subdivision (c) of section 11360), 11364, 11365 or 11550 related to marijuana offenses that occurred two or more years before the instant application.
CONNECTICUT APPLICANTS: Applicants are not required to disclose the existence of any arrest, criminal charge, or conviction, the records of which have been erased. Criminal records subject to erasure are records pertaining to 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 erased 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: Applicants are not required to disclose information pertaining to any first offender discharge.
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.
MARYLAND APPLICANTS: Under Maryland law, an employer may not require or demand, as a condition of employment, prospective employment, or continued employment, that an 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.
MASSACHUSETTS APPLICANTS: 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 liabilities.
RHODE ISLAND APPLICANTS: The Company is subject to the Rhode Island Workers Compensation Law.