Application For Employment
We appreciate your interest in Dartmouth-Hitchcock (comprised of Mary Hitchcock Memorial Hospital and Dartmouth-Hitchcock Clinic). Dartmouth-Hitchcock is an equal employment opportunity employer. Dartmouth-Hitchcock's policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity or expression, religion, national or ethnic origin, age, protected veteran status, marital status, disability, pregnancy, genetic information, or any other characteristic protected by applicable federal, state, or local laws. Dartmouth-Hitchcock also prohibits harassment of applicants or employees based on any of these protected categories. It is also Dartmouth-Hitchcock’s policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions. Any applicant requiring reasonable accommodations for the application and/or interview process should notify the Talent Acquisition Specialist.
All new applications for employment and the associated hiring processes shall include questions to any pending charges or convictions for violation of criminal laws and any exclusion, sanctions, or disciplinary actions by any federal or state law enforcement, regulatory, or licensing agency, including a statement of whether the applicant is currently an Excluded Person. As part of our commitment to a safe and productive work environment, we conduct pre-employment drug screenings for all new hires. Please note that all employment offers are contingent upon successful completion of this screening. All offers of employment are contingent upon the company receiving a satisfactory result.
Note to Applicants: Smoking is prohibited in all indoor areas of Dartmouth-Hitchcock unless designated smoking areas have been established by a particular location in accordance with applicable state and local law.
For Montana Applicants: If hired for a remote work position, the employment relationship would be governed by the Wrongful Discharge from Employment Act Mont Code Ann Section 39-2-901.
For Rhode Island Applicants: If hired for a remote work position, Dartmouth-Hitchcock would be subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law.
For Massachusetts Applicants: I understand that 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 liability.
For Maryland Applicants: I understand that under Maryland law, an employer may not require or demand, as a condition of employment, prospective employment or continued employment, that any individual submit to or take a polygraph or similar test. An employer who violates this law is guilty of a misdemeanor and subject to a fine not exceeding $100.
If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers’ Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation. Dartmouth-Hitchcock complies fully with the Americans with Disabilities Act.
Dartmouth-Hitchcock’s Commitment to Privacy of Applicant and Employee Personal Information
Dartmouth-Hitchcock (“D-H”) respects the privacy of applicants, candidates and employees, and is committed to complying with applicable privacy laws. The purpose of this Privacy Policy is to provide transparency into:
· Why D-H collects your personal information;
· What information D-H collects during the application and recruitment process;
· How D-H uses the provided personal information; and
· Who has access to your personal information.
Why We Collect Your Personal Information
D-H collects and uses your personal information for the purpose of determining your qualifications for employment and reaching a well-informed hiring decision. This information is also collected to comply with all applicable laws and regulations relating to the evaluation of those seeking employment, as well as to defend ourselves in claims under such laws and regulations. Additionally, if hired, relevant portions of your personal information submitted during the application and recruitment process will be used as the foundation for your personnel file.
How We Collect Your Personal Information
The majority of the information collected by D-H is obtained directly from your application and/or resume. We may also collect information about you from third parties, in order to: (a) verify provided information regarding prior work experience, (b) follow-up on references that may have been provided during the application process, and (c) conduct background investigations. D-H will only collect such information from third parties with your knowledge and provided consent as may be required by applicable laws and regulations. Should D-H wish to obtain the aforementioned information about you, and you have not expressly authorized us to do so, we will contact you and request your written consent to move forward.
Types of Information We Collect
This policy covers the information you share with D-H and/or which may be collected by D-H during the application and recruitment process including:
· Your full name, residential address, email address, telephone number, and other applicable contact information;
· Your resume, cover letter, previous and/or current work experience, other relevant experience, education, and any other information you provide to D-H during the application and recruitment process;
· Information from phone screenings and interviews, when applicable;
· Details regarding the type of employment you are looking for, current/desired salary information, willingness to relocate, or any other pertinent job related preferences;
· Details of how you heard about the position for which you are applying;
· Any sensitive, protected, and/or other demographic information voluntarily provided during the application and recruitment process including gender, work eligibility, nationality, veteran status, racial/ethnic origin, or reasonable accommodations for disability;
· Reference information and/or information received from background investigations (when applicable, with your written consent); and/or
· Information relating to any prior applications you may have submitted to D-H and/or and previous employment history with D-H.
Who Has Access to Your Personal Information
All access to your provided identifiable personal information is restricted to D-H staff and authorized third-party agents who require this information in order to (a) make an informed hiring decision and (b) carry out responsibilities with regard to applicable recruitment or employment law. Additionally, your identifiable personal information may be disclosed to governmental entities (such as those authorized to review and enforce equal opportunity laws) in compliance with applicable laws and regulations. D-H never provides identifiable personal information to external recruiting services, job banks, or any other third-party.
Safeguards
D-H uses appropriate administrative, technical, personnel, and physical measures to safeguard your personal information against loss, theft, and unauthorized use or modification. In addition, we exercise special precautions in dealing with applicant personal data defined as confidential by law. For example, D-H collects and maintains employee medical records separately and apart from an employee’s personnel file or other business records.
Changes to This Policy
This policy may be updated periodically. The most recent version of D-H’s Privacy Policy will always be located on this page and identified by the posted effective date.
Policy effective 9.11.2017