Applicant Rights and Notices

This page provides employment-rights and privacy notices for individuals applying to AllyGPO, LLC. Some notices apply only to particular states or work locations.

Federal Employment Notices

Applicants have rights under federal employment laws. These official government notices explain those rights:

• Know Your Rights: Workplace Discrimination Is Illegal — U.S. Equal Employment Opportunity Commission
• Employee Polygraph Protection Act — U.S. Department of Labor
• Your Employee Rights Under the Family and Medical Leave Act — U.S. Department of Labor

California Residents

Our California HR Data Privacy Policy and Notice at Collection explains how AllyGPO collects, uses, discloses, and retains applicant personal information and describes your California privacy rights.

Information about cookies and other website technologies is available in our Privacy Policy.

Colorado Applicants

You may redact or remove age-identifying information, including your age, date of birth, and dates of school attendance or graduation, from your résumé, cover letter, and other application materials. You will not be penalized for doing so.

Employment in Massachusetts

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.

Employment in Maryland

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 POLYGRAPH EXAMINATION OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.

Fair-Chance Employment

AllyGPO considers qualified applicants with arrest and conviction records in accordance with applicable law, including, where applicable, the California Fair Chance Act, the Los Angeles County Fair Chance Ordinance for Employers, the City of Los Angeles Fair Chance Initiative for Hiring Ordinance, and the San Francisco Fair Chance Ordinance.

Employment in Unincorporated Los Angeles County

The following official notices explain rights under the Los Angeles County Fair Chance Ordinance for Employers:

• Official notice — English
• Official notice — Spanish

Washington Fair Chance Act

For employment subject to the Washington Fair Chance Act, the following requirements apply, subject to the Act’s exceptions:

• An employer may not ask about, obtain, or receive an applicant’s criminal history until it has determined that the applicant is otherwise qualified for the position and made a conditional offer of employment.
• An employer may not automatically or categorically exclude individuals with criminal records from employment or reject an applicant for failing to disclose a criminal record before receiving a conditional offer.
• An employer may not take an adverse employment action based on juvenile conviction records or arrest records. The arrest-record restriction does not apply to an adult arrest when the individual is out on bail or released on their own recognizance pending trial.
• An employer may not take an adverse employment action solely because of an adult conviction record without a legitimate business reason under the Act. Before taking that action, the employer must identify the record being considered and hold the position open for at least two business days, allowing a reasonable opportunity to correct or explain the record or provide information about rehabilitation, good conduct, work experience, education, and training. A final adverse decision must be provided in writing with the required reasons and assessment of relevant factors.

Read the Washington Attorney General’s Fair Chance Act Guide for Employers and Applicants.

Read the Washington Fair Chance Act.