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Eclipse Electronic Systems, Inc. considers applicants for all positions without regard
to race, creed, color, religion, national origin, gender, age, marital status,
sexual orientation, veteran status or disability. Direct inquiries to the
EEO Manager, P.O. Box 831008 Richardson, Texas 75083.
As an employer/government contractor, we comply with government
regulations and affirmative action responsibilities.
Solely to help us comply with government record keeping, reporting and other legal requirements,
please read and fill out this Applicant Data Record. Refusal to provide this information will
not subject you to adverse treatment.
This data is for periodic government reporting and will be kept in a confidential file separate from the Application for Employment.
We appreciate your cooperation and assistance.
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| AFFIRMATIVE ACTION APPLICANT DATA RECORD |
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| Gender: |
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Male
Female
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| Please check all that apply: |
Hispanic or Latino
- A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race.
White (not Hispanic or Latino) - A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.
Black or African American (not Hispanic or Latino) - A person having origins in any of the black racial groups of Africa.
Native Hawaiian or Other Pacific Islander (not Hispanic or Latino) - A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
Asian (not Hispanic or Latino) - A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.
American Indian or Alaskan Native (not Hispanic or Latino) - A person having origins in any of the original peoples of North and South America (including Central America), and who maintain tribal affiliation or community attachment.
Two or More Races (not Hispanic or Latino) - All persons who identify with more than one of the above five races.
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| VETERAN STATUS |
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This employer is a Government contractor subject to the Vietnam Era Veteran’s Act of 1974, as amended, which requires Government contractors to take affirmative action to employ and advance in employment qualified disabled veterans, recently separated veterans, other protected veterans, and Armed Forces service medal veterans.
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Special Disabled Veteran – refers to a veteran who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary, or was discharged or released from active duty because of a service-connected disability.
Recently Separated Veteran - refers to any veteran during the three-year period beginning on the date of such veterans discharge or release from active duty.
Other Protected Veteran – refers to a person who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized, under laws administered by the Department of Defense.
Armed Forces Service Medal Veteran - refers to a person who, while serving on active duty in the Armed Forces, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985 (62 FR 1209).
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| QUALIFIED DISABLED |
This employer is a Government contractor subject to section 503 Rehabilitation Act of 1973, as amended, which requires Government contractors to take affirmative action to employ and advance in employment qualified individuals with disabilities. If you have a disability and would like to be considered under the affirmative action program, please tell us. You may inform us of your desire to benefit under the program at this and/or any time in the future. This information will assist us in placing you in an appropriate position and in making accommodations for your disability.
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Individual with Disabilities
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Information you submit will be kept confidential, except that supervisors and managers may be informed regarding restrictions on the work or duties of individuals with disabilities and regarding necessary accommodations; first aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment; and Government officials engaged in enforcing laws administered by OFCCP or the Americans with Disabilities Act, may be informed. The information provided will be used only in ways that are not inconsistent with Section 503 of the Rehabilitation Act.
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