Application: Aviation Mfg Assembler- 1st Shift Mon - Thurs 10 hours Job at Summit Aviation in Greensboro, NC; Kernersville, NC; Winston-Salem, NC

Q6. Voluntary Self-Identification Survey – Gender

It is the policy of this organization to provide equal employment opportunity to all qualified applicants for employment without regard to age 40 and over, color, disability, gender identity, genetic information, military or veteran status, national origin, race, religion, sex, sexual orientation or any other applicable status protected by state or local law. As an affirmative action employer under E.O. 11246, we invite all applicants to identify themselves as indicated below.

COMPLETION OF THIS FORM IS VOLUNTARY AND IN NO WAY AFFECTS THE DECISION REGARDING YOUR APPLICATION FOR EMPLOYMENT. THIS FORM IS CONFIDENTIAL AND WILL BE MAINTAINED SEPARATELY FROM YOUR APPLICATION FORM.

GENDER (Please select the appropriate box)

Male
Female
I elect not to identify gender

Q7. Voluntary Self-Identification of Veteran Status

This employer is a Government contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA). VEVRAA requires Government contractors to take affirmative action to employ and advance in employment protected veterans. To help us measure the effectiveness of our outreach and recruitment efforts of veterans, we are asking you to tell us if you are a veteran covered by VEVRAA. Completing this form is completely voluntary, but we hope you fill it out. Any answer you give will be kept private and will not be used against you in any way.

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

How Do You Know if You Are a Veteran Protected by VEVRAA?

Contrary to the name, VEVRAA does not just cover Vietnam Era veterans. It covers several categories of veterans from World War II, the Korean conflict, the Vietnam era, and the Persian Gulf War which is defined as occurring from August 2, 1990 to the present.

If you believe you belong to any of the categories of protected veterans please indicate by checking the appropriate box below. The categories are defined below and explained further in an “Am I a Protected Veteran?” infographic provided by OFCCP.

Protected Veteran Category Descriptions:

1. A disabled veteran includes any veteran of the U.S. military, ground, naval or air service who: (a) 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 Veteran Affairs, or (b) was discharged or released from active duty because of service-connected disability.

2. Recently Separated Veteran includes 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.

3. Active Duty Wartime or Campaign Badge Veteran includes any veteran who served on active duty in the U.S. military, ground, naval or air service in a war, campaign or expedition in which a campaign badge has been authorized under the laws administered by the Department of Defense.

4. Armed Forces Service Medal Veteran includes any veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United State military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Protected veterans may have additional rights under USERRA—the Uniformed Services Employment and Reemployment Rights Act. In particular, if you were absent from employment in order to perform service in the uniformed service, you may be entitled to be reemployed by your employer in the position you would have obtained with reasonable certainty if not for the absence due to service. For more information, call the U.S. Department of Labor’s Veterans Employment and Training Service (VETS), toll-free, at 1–866–4–USA–DOL.

I identify as one or more of the classifications of protected veteran listed above
I am not a protected veteran
I don't wish to answer

Q8. Voluntary Self-identification Survey – Ethnicity/Race

It is the policy of this organization to provide equal employment opportunity to all qualified applicants for employment without regard to age 40 and over, color, disability, gender identity, genetic information, military or veteran status, national origin, race, religion, sex, sexual orientation or any other applicable status protected by state or local law. As an affirmative action employer under E.O. 11246, we invite all applicants to identify themselves as indicated below.

COMPLETION OF THIS FORM IS VOLUNTARY AND IN NO WAY AFFECTS THE DECISION REGARDING YOUR APPLICATION FOR EMPLOYMENT. THIS FORM IS CONFIDENTIAL AND WILL BE MAINTAINED SEPARATELY FROM YOUR APPLICATION FORM.

White (A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.)
Black/African American (A person having origins in any of the Black racial groups of Africa.)
Native Hawaiian or Other Pacific Islander (A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands.)
American Indian or Alaska Native (A person having origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community attachment
Asian (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.)
Hispanic or Latino (A person of Cuban, Mexican, Puerto Rican, South or Central America, or other Spanish culture or origin, regardless of race.
I elect not to identify Race/Ethnicity

Q9. Voluntary Self-Identification of Disability
Form CC-305
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

*Alcohol or other substance use disorder (not currently using drugs illegally)

*Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS

*Blind or low vision

*Cancer (past or present)

* Cardiovascular or heart disease

*Celiac disease

*Cerebral palsy

*Deaf or serious difficulty hearing

*Diabetes

*Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders

*Epilepsy or other seizure disorder

*Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome

*Intellectual or developmental disability

*Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD

*Missing limbs or partially missing limbs

*Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports

*Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)

*Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities

*Partial or complete paralysis (any cause)

*Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema

*Short stature (dwarfism)

*Traumatic brain injury

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

Please check one of the boxes below:

Yes, I have a disability, or have had one in the past
No, I do not have a disability and have not had one in the past
I do not want to answer

Equal Employment Opportunity/Unlawful Harassment

The Company is dedicated to the principles of equal employment opportunity. We prohibit unlawful discrimination against applicants or employees on the basis of age 40 and over, color, disability, gender identity, genetic information, military or veteran status, national origin, race, religion, sex, sexual orientation or any other applicable status protected by state or local law. This prohibition includes unlawful harassment based on any of these protected classes. Unlawful harassment includes verbal or physical conduct which has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. This policy applies to all employees, including managers, supervisors, co-workers, and non-employees such as customers, clients, vendors, consultants, etc.

The Company will make reasonable accommodation for qualified individuals with known disabilities and employees whose work requirements interfere with a religious belief unless doing so would result in an undue hardship to the Company or cause direct threat to health or safety.

In support of our equal employment opportunity principle, the Company has developed written affirmative action plans for women, minorities, individuals with disabilities, and covered veterans. The Company’s EEO/AA coordinator is Lynn Trent, Human Resource Manager, at the Company’s facility located at 4200 Summit Bridge Road Middletown, Delaware 19709 302-449-1000. She is responsible for compliance with state and federal EEO laws and affirmative action regulations. She is also responsible for implementing the Company’s affirmative action plan, including equal employment practices, monitoring, and internal reporting. If you believe you have not been treated in accordance with this policy, please contact the EEO Officer. Our plan for Veterans and the Disabled is available to you in her office during regular office hours or by appointment. All employees and applicants for employment are protected, by both Company policy and equal employment opportunity/affirmative action regulations and law, from coercion, intimidation, interference, or discrimination for filing a complaint or assisting in an investigation.

Q10. Notice to Applicants - Drug Free Workplace
Summit Aviation, Inc. has a Drug Free Workplace Policy which strictly prohibits the use, purchase, sale or distribution of illegal drugs (meaning those drugs for which there is no generally accepted medical use, e.g., marijuana, cocaine, opiates, phencyclidine (PCP), amphetamines, or a metabolite of those drugs), drug paraphernalia, or use of alcohol by an employee in company vehicle, at a job site, on company property, or during work hours. A requirement for consideration of employment with Summit Aviation Inc. is the passing of a pre-employment test for the presence of illegal drugs. Any prospective employee who tests positive for the presence of illegal drugs will not be offered employment with the company. Applicants who become employees of Summit Aviation Inc. will be required to comply with the company’s Drug Free Workplace Policy which also includes random, reasonable cause, reasonable suspicion and post-accident testing.

Q11. Statement Certification:
I certify that the statements made in this application are true and correct and understand that falsification of such statements and information is grounds for immediate dismissal in accordance with Summit Aviation, Inc. policy. In consideration of my employment, I agree to conform to the rules and regulations of Summit Aviation, Inc. and realize that my employment and compensation can be terminated at any time, with or without notice, by the Company or myself. I understand that no Summit Aviation, Inc. representative has the authority to enter into any other agreement with me for employment for any specified period of time or to make any agreement contrary to the foregoing statement. I understand that employment may be contingent upon passing a motor vehicle records check and a security background check if included in the position requirements. I agree to authorize Summit Aviation, Inc. to verify statements made in this application, and authorize all previous employers or other persons having knowledge of myself or my record to release such information to Summit Aviation, Inc. I hereby release those companies and persons and Summit Aviation, Inc. from all claims and liabilities that may arise by such disclosures or such investigation.