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Career Title	Company	Location	Date Posted
Asset Protection Manager	Advance Auto Parts	Washington, DC	1/6/2021

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Pre-Employment Drug Screening Policy

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age national origin, religion, sexual orientation, gender identity, status as a veteran and basis of disability or any other federal, state or local protected class.

We will consider for employment all qualified Applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Advance recognizes and supports its obligation to endeavor to reasonably accommodate job applicants with known physical or mental disabilities who are able to perform the essential functions of the position, with or without reasonable accommodation. Advance will endeavor to provide reasonable accommodation to otherwise qualified job applicants with known physical or mental disabilities, unless doing so would impose an undue hardship on the Company or pose a direct threat of substantial harm to the Team Member or others.

An applicant who believes he or she needs a reasonable accommodation of a disability should discuss the need for possible accommodation with the HR Support Center at 1-800-380-4681.

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© 2019 Advance Auto Parts
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Pre-Employment Drug Screening Policy

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age national origin, religion, sexual orientation, gender identity, status as a veteran and basis of disability or any other federal, state or local protected class.

We will consider for employment all qualified Applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Advance recognizes and supports its obligation to endeavor to reasonably accommodate job applicants with known physical or mental disabilities who are able to perform the essential functions of the position, with or without reasonable accommodation. Advance will endeavor to provide reasonable accommodation to otherwise qualified job applicants with known physical or mental disabilities, unless doing so would impose an undue hardship on the Company or pose a direct threat of substantial harm to the Team Member or others.

An applicant who believes he or she needs a reasonable accommodation of a disability should discuss the need for possible accommodation with the HR Support Center at 1-800-380-4681.

Candidates in North Carolina can read about their rights under the NC Controlled Substance Examination Regulation Act (CSERA)

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Nous souscrivons au principe d’égalité d’accès à l’emploi et ne discriminons aucun employé ni candidat en raison de la race, de la couleur, du sexe, de l’âge, de l’origine nationale, de la religion, de l’orientation sexuelle, de l’identité de genre, du statut d’ancien combattant, d’un handicap ou de toute autre caractéristique protégée par la loi.

Nous acceptons tous les candidats qualifiés, y compris ceux ayant des antécédents criminels, conformément aux exigences de la loi, y compris la Fair Chance Initiative for Hiring Ordinance de la ville de Los Angeles.

Conformément à l’ordonnance sur les chances équitables de la ville de San Francisco, nous prendrons en considération les candidats qualifiés ayant un dossier d’arrestation et de condamnation.

Advance reconnaît son obligation d’accommoder raisonnablement les candidats ayant des déficiences physiques ou mentales connues qui sont capables d’exécuter les fonctions essentielles du poste, avec ou sans accommodement raisonnable. Advance s’efforcera de fournir des accommodements raisonnables aux candidats qualifiés présentant des handicaps physiques ou mentaux connus, à moins que cela n’impose une contrainte excessive à la Société ou ne présente une menace directe de préjudice substantiel pour l’employé ou d’autres personnes.

Un demandeur qui croit avoir besoin d’un accommodement raisonnable devrait communiquer avec le Centre de soutien des RH au 1-800-380-4681. pour discuter d’un éventuel accommodement.

Les candidats de la Caroline du Nord peuvent en apprendre plus au sujet de leurs droits en consultant la NC Controlled Substance Examination Regulation Act (CSERA)

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