TrustTexas Bank

Employment Application

TrustTexas Bank considers applicants for employment without regard to race, color, religion, sex, nation origin, age, veteran status, disability, genetic information, sexual orientation, gender identity or any other characteristic protected by law. Equal access to programs, service and employment is available to all persons. Those applicants requiring reasonable accommodation to the application and/or interview process should notify the individual responsible for Human Resources.


Required Field

Applicant

Have you lived here for two or more years?

How would you prefer to be contacted?

Are you under 18 years of age?

Work permit needed if under 18

Are you eligible for employment in this country?

Are you fluent in any language(s) other than English

Job Specific Information

What is your employment preference?

Are you willing to work overtime if requested to do so?

Are you an experienced operator of any of the following? (Select all that apply)

Have you ever been convicted of a felony or misdemeanor, or do you have any charges pending against you?

A conviction or pending charge will not be an automatic bar to employment and will be considered only as it relates to the job in question.

Education History

High School

What was your last year completed?

Did you graduate?

College/Trade School

School Information

What was your last year completed?

Did you graduate?

Add Another School

Employment History

Have you been employed before?

Starting with the present or most recent, list all previous employers. Include self-employment, military service, summer and part-time jobs.

Employer

May we contact this employer?

Employer

May we contact this employer?

Employer

May we contact this employer?

Add Another Employer

References

List the names of persons not related to you, who know of your work or qualifications.

Reference 1

Reference 2

Reference 3


Employee Application Authorization

In the event of employment, I understand that any misrepresentations, falsifications, or material omissions in any information or data on the application and throughout the interview process may result in termination of employment. I understand, also, that I am required to abide by all rules and regulations of the employer.

This application for employment shall be considered active for a period of time not to exceed 60 days. If I wish to be considered for employment beyond this time period, I understand that I need to inquire as to whether or not applications are being accepted at that time. This application will be given every consideration, but its receipt does not imply that the applicant will be employed. I also understand that if I am hired, I will be required to provide proof of identity and legal authorization to work in the United States and that federal immigration laws require me to complete an I-9 form in this regard.

Nothing on the application is intended to create or imply a contractual relationship; if hired, I understand that employment is at-will, i.e., that it is not for any specific time period or duration, and can be terminated with or without reason at any time. While employment policies or procedures may change from time to time, only a written agreement signed by the company's president can change the employee's at-will status.

I agree, if I am offered and accept a position, to conform to all existing and future company rules and regulation.

I hereby authorize any investigator or representative of TrustTexas Bank bearing this release to obtain any information from schools, residential management agents, employers, criminal justice agencies, or individuals, relating to my activities. The information may include, but is not limited to academic, residential, achievement, performance, attendance, personal history, disciplinary, credit history, arrest, and conviction records. I hereby direct you to release such information upon request. I understand that the information released is for official use by TrustTexas Bank and may be disclosed to such third parties as necessary in the fulfillment of official responsibilities. I hereby release any and all individuals, companies, schools and organizations including record custodians, from any and all liability for damages of whatever kind or nature which may at any time result to me on account of compliance, or any attempts to comply, with this authorization.

Background Screening Policy-Release

As part of the process of weighing applicant qualifications and determining his/her suitability for open positions, TrustTexas Bank, SSB requires background checks for all finalists for a position. These background checks are conducted by HireRight, Inc.

All applicants for employment with TrustTexas Bank, SSB are asked to sign this release form authorizing the appropriate background checks. Any applicant who refuses to sign this release form is no longer considered eligible for employment.

Applicants are also expected to provide references from their former employers as well as educational reference information that can be used to verify academic accomplishments and records. The background check will include verification of information provided on the completed application for employment, the applicant's resume or on other forms used in the hiring process. Information to be verified includes, but is not limited to, social security number and previous addresses. TrustTexas Bank, SSB will also conduct a reference check and verification of the applicant's education and employment background as stated on the employment application or other documents listed above.

The background check may also include county and state-wide criminal court record searches. If a conviction is discovered, a determination will be made whether the conviction is related to the position for which the individual is applying or presents safety or security risks before an employment decision is made.

The background check will also include the comparison of each applicant to the Office of Foreign Asset Control (OFAC) list.

Additional checks such as a driving record or credit record may be made on applicants for particular job categories if appropriate and job-related. If an applicant is denied employment in whole or in part because of information obtained in his/her background check, the applicant will be informed of this and given the name, address and phone number of the screening provider to contact if he/she has specific questions about the result of the check or wants to dispute its accuracy.

As matter of Bank policy, OFAC, county and state-wide criminal court record search, and a credit report may be ordered and reviewed on an annual, or more frequent basis thereafter on all employees of the Bank.

Any applicant who provides misleading, erroneous or willfully deceptive information to TrustTexas Bank, SSB on an employment form or resume or in a selection interview is immediately eliminated from further consideration for employment with TrustTexas Bank, SSB.


Applicant Data Record

Applicants and Employees are treated during employment without regard to race, color, religion, sex, national origin, age, marital or veteran status, medical condition or handicap/disability, or any other legally protected status.

We comply with government regulations, including affirmative action responsibilities where they apply.

Solely to help us comply with governmental record keeping, reporting and other legal requirements, we request that you please fill out the Applicant Data Record. We appreciate your cooperation.

This data is for periodic government reporting and will be kept in a Confidential File separate from the Application for Employment. YOUR COOPERATION IS VOLUNTARY.

Referral Source

Confidential Information Voluntary Survey

Various government agencies request statistical information regarding our hiring practices. Your cooperation in completing this form is completely voluntary. Any information gathered is strictly confidential and will not subject you to coercion or intimidation relating to your status. Failure to provide this information will not adversely affect your application. Thank you for your cooperation.

Check One

Check one of the following Race/Ethnic Groups

Check one of the following Race/Ethnic Groups

If Native American Indian, check if any of the following are applicable

I am a Protected Veteran

Definitions- Protected Veteran is one of the following:

  1. A Disabled Veteran means (i) a veteran of the U.S. military, ground, naval or air service 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 of Veterans Affairs, or (ii) a person who was discharged or released from active duty because of a service-connected disability.
  2. Armed Forces Service Medal Veteran means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985 (61 Fed. Reg. 1209) at http://www.opm.gov/veterans/html/vgmedal2.asp
  3. Recently Separated Veteran means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval or air service.
  4. Active - Duty Wartime or Campaign Badge Veteran means a veteran who served on active duty in the U.S. military, ground, naval, or air service during a war or in a campaign or expedition for which a campaign badge has been authorized. For those with Internet access, the information required to make this determination is available at http://www.opm.gov/veterans/html/vgmedal2.htm A replica of that list is enclosed with the annual VETS-100A mailing. A copy of the list also may be obtained by sending an email to helpdesk@vets100.com or by calling (301) 306-6752 and requesting that a copy be mailed to you.

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities*. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)

Please select a response below


Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.


* Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp

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