California Resident Applicants
The following is a disclosure under the California Consumer Privacy Act of 2018, which became effective Jan. 1, 2020. As part of your job application, McGuireWoods LLP may collect information relating to your real name, postal address, email address, protected classifications under California or federal law, professional or employment-related information, and education information, as well as information from third parties such as recruiters or references. If McGuireWoods chooses to move forward with your application, additional information will be collected to facilitate criminal record checks, verify qualifications and employment, and conduct financial and other background checks to the extent permitted by law. We collect this information to verify your identity, comply with the firm’s obligations as an employer and evaluate your candidacy.
McGuireWoods has a longstanding commitment to provide a safe and productive work environment for all individuals working for the firm. Alcohol and drug abuse are detrimental to providing exceptional client service, and pose a threat to the health and safety of employees and to the security of our equipment and facilities. For these reasons, McGuireWoods is committed to the elimination of drug and alcohol use and abuse in the workplace.
Employee Polygraph Protection Act
For more information on employee rights, visit Employee Polygraph Protection Act.
Equal Employment Opportunity
McGuireWoods is dedicated to equality of opportunity in its community. It has been and will continue to be the policy of McGuireWoods to be fair and impartial in all of its relations with its employees and applicants for employment, and to base all employment-related decisions upon valid job-related factors, without regard to race, sex, gender, gender identity or expression, ancestry, national origin, color, perceived or actual mental or physical disability, age, sexual orientation, military or veteran status, marital status, religion (including religious dress and grooming practices), pregnancy (including childbirth, lactation, or any related medical conditions), medical condition, genetic information, or any other status protected by law. This policy applies to recruitment, hiring, training, appointments, selection, promotion and all other personnel actions and conditions of employment such as compensation, benefits, layoffs and reinstatements, training, tuition assistance and disciplinary measures.
Discrimination on the basis of any protected category is expressly prohibited. Furthermore, McGuireWoods will not tolerate conduct by an employee that harasses another employee, interferes with another’s work performance or creates an intimidating, offensive or hostile environment.
Equal Employment Opportunity Employer
For more information on employee rights, visit Equal Employment Opportunity.
For more information, visit E-Verify.
Family Medical Leave Act Employer
For more information, visit Employee Rights Under the Family and Medical Leave Act.
Health Plan Transparency in Coverage
This link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data
San Francisco Fair Chance Ordinance Employer
For more information on employee rights, visit San Francisco Fair Chance Ordinance.
All McGuireWoods facilities are smoke-free and comply with any state or local jurisdictions restricting the use of cigarettes or smokeless products (such as e-cigarettes) in the workplace.
U.S. Immigration Right-to-Work Employer
For more information on employee rights, visit Right to Work.