People & Culture/HR
Greensboro, NC, US
Posted on February 17, 2023
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ITG Brands is an Equal Opportunity Employer.
Are you at least 21 years of age or older? *
Are you legally authorized to work in the USA without sponsorship? *
Were you ever employed by ITG Brands or any Imperial Brands company? *
If so, when and where?
This answer has a limit of 1000 characters
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Do you have a relative, domestic partner, or significant other who works for ITG Brands? *
If yes, please list the individual(s) and their relationship to you.
ITG Brands will not hire, transfer, or promote close relatives, domestic partners, or significant others into a position where a direct reporting or managerial relationship exists.
How did you find out about this opportunity? *
If you selected Other, please specify.
If referred by an employee, please provide their first and last name.
What are your salary expectations for this role? *
PLEASE READ CAREFULLY BEFORE SIGNING:
If hired, I will conform to the rules and regulations of this Company as issued from time to time. I also attest that I am authorized to work in the United States.
Signed (Applicant Full Legal Name Printed) *
Date (MM/DD/YYYY) *
We collect personal information (“PI”) from you in connection with your application for employment with ITG Brands, including the following categories of PI: identifiers, personal records, personal characteristics or traits, biometric information, internet or network activity information, geolocation data, sensory information, commercial information, professional or employment information, non-public education information, and inferences drawn from your PI. We collect your PI for our purposes, including performing services and operations related to your actual or potential employment. For additional details or if you have questions, contact us at privacy@itgbrands.com.
POLICY ON CONFIDENTIALITY OBLIGATIONS TO PREVIOUS EMPLOYERS AND/OR THIRD PARTIES
ITG BRANDS, LLC expects its employees to honor confidentiality obligations they may have to former employers or other third parties, as we expect our employees to do upon termination of their employment with ITG BRANDS. Any breach by an employee of such obligations can result in legal liability for the employee, and potentially, for ITG BRANDS. It is therefore ITG BRANDS’ policy to prohibit and prevent breaches of these obligations or disclosure of the trade secrets of previous employers or third parties.
“Trade secret” means business or technical information, including but not limited to a formula, pattern, compilation, program, device, method, technique, or process, that: (i) derives independent commercial value, actual or potential, from not being generally known or readily ascertainable through independent development or reverse engineering by persons who can obtain economic value from its disclosure to use, and (ii) is the subject of efforts that are reasonable under the circumstances to maintain its secrecy.
The unauthorized use or disclosure of any third party confidential information or trade secrets during any employee’s performance of his or her duties for or on behalf of ITG BRANDS is strictly prohibited.
Prospective employees will be required to disclose the existence of all such obligations prior to being offered employment with ITG BRANDS. If ITG BRANDS has reasonable grounds to believe a prospective employee will breach a confidentiality or other obligation to a third party, it will be grounds for refusal of employment. If ITG BRANDS has reasonable grounds to believe that any employee was not truthful in informing ITG BRANDS of his or her obligations, it will be grounds for termination of employment or other disciplinary action. It is therefore imperative for all employees who may be bound by such an agreement or other arrangement to work with their management to implement effective measures to insure that such confidentiality obligations are strictly enforced.
Certain situations may arise in which an employee could be at risk of inadvertently using or disclosing the confidential information of former employers or other third parties. In such circumstances, ITG BRANDS will endeavor to assign the employee to projects that differ as much as possible from their responsibilities with their former employer. Additionally, employees believed to be at risk will be prohibited from discussing ITG BRANDS’ projects that are similar to their former assignments with ITG BRANDS’ employees that may be assigned to these similar tasks. ITG BRANDS reserves the right to use other measures to prevent employees from using or disclosing third party confidential information on a case-by-case basis.
Please check as applicable and sign below.
By signing below, I confirm that I have disclosed the existence and copies of any non-competition or other restrictive covenant agreement or obligation to ITG Brands.
Signature (Full Name) *
VOLUNTARY SELF-IDENTIFICATION AFFIRMATIVE ACTION PROGRAM INFORMATION FORM
ITG Brands, LLC is an Equal Opportunity Employer. Because we do business with the Government we are subject to certain governmental recordkeeping and reporting requirements. To comply with the regulations, ITG Brands invites you to voluntarily self-identify your race, ethnicity, veteran and disability status. To help us measure how well we are doing, we are asking that you tell us this information.
Completing this form is voluntary, but we hope that you will choose to fill it out. Your answers 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 three (3) to five (5) years. You may voluntary self-identify without fear of any punishment.
The information will be kept confidential and will only be used in accordance with the provisions of applicable laws, executive orders and regulations, including those that require the information to be summarized and reported to the federal government for civil rights enforcement. When reported, data will not identify any specific individual.
Please complete the requested information below. Thank you for your cooperation.
Section 1: General Employee Information
Print Name *
Date *
Employee Work Location and Position *
Section 2: What is your race or ethnicity? Race or Ethnic Identity (definitions) *
Please mark appropriate response Gender *
A “disabled veteran" is one of the following:
• 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 retire pay, would be entitle to compensation) under laws administered by the Secretary of Veterans Affairs, or
A “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.
An “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 under the laws administered by the Department of Defense.
An “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.
If you believe you belong to any of the categories of protected veterans listed above, please indicate by checking the appropriate box below. As a Government contractor subject to VEVRAA, we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA.
Are you a protected veteran? (definitions) *
VOLUNTARY SELF-IDENTIFICATION OF DISIBILITY
Name *
Employee ID (if applicable)
Why am I being asked to complete this form? We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.
Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, 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?
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:
• Autism • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS • Blind or low vision • Cancer • Cardiovascular or heart disease • Celiac disease • Cerebral palsy • Deaf or hard of hearing • Depression or anxiety • Diabetes • Epilepsy • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome • Intellectual disability • Missing limbs or partially missing limbs • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS) • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression
Please check one of the boxes below:
Do you have (or have a history/record of having) a disability? (definitions) *
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.
