Article Guide
The Dunhams Application form is a vital tool for those seeking employment with Dunham’s Athleisure Corporation. This comprehensive application is designed to gather key personal and professional information from applicants. It includes sections where individuals can provide their legal name, addresses, contact numbers, and a summary of their employment history. Potential candidates are asked about their availability for work, acceptable pay range, and whether they possess the legal right to work in the United States. Additionally, the form requires applicants to disclose any prior employment with Dunham’s and allows space for educational background and special skills. An important aspect of the application is the section regarding criminal history, where applicants have the opportunity to report any felony or misdemeanor convictions. Dunham's is committed to equal opportunity employment and ensures that all applicants are considered fairly without discrimination. Completing all sections accurately is essential, as any omissions could lead to disqualification from the hiring process.
Form Sample
** IL residents see back
Do not disclose convictions
If YES, Dates employed:
Dunham’s Athleisure Corporation is an
Equal Opportunity and At Will employer.
Dunham’s reserves the right to drug test.
EMPLOYMENT APPLICATION
The completion of this application is an important step in being considered for employment. Please complete all sections of the application. If you do not, you may not be considered for employment. All persons shall have the opportunity to be considered for employment without regard to their race, color, religion, national origin, age, disability, sex, marital status, military service, veteran status, or other characteristics protected by federal, state or local laws.
PERSONAL DATA |
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LEGAL NAME
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PREVIOUS ADDRESS |
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POSITION DESIRED: |
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] Part time |
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DATE |
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Willing to relocate? [ ] Yes [ |
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AVAILABLE: |
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If YES, give geographical preference. |
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State |
Zip |
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Best times and days to telephone me:
ACCEPTABLE
PAY RANGE:
Are you 18 years of age or older? [ ] Yes [ ] No
If NO, what age?
How did you hear of this job?
If hired, can you present documentation of U.S. citizenship or your legal right to live and work in this country?
[] Yes
[] No
Do you know anyone that works at Dunham’s? [ ] Yes |
[ ] No |
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If YES, list name(s) |
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Have you previously submitted an application to us |
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] Yes |
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under your current name or a different name? |
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] No |
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If YES, when and under what name?
HOURS AVAILABLE*
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FRI |
SAT |
From
To
*We will attempt to accommodate your schedule, but management reserves the right to schedule associate hours as necessary for store coverage and business reason, which may include weekends, evenings and holidays.
Have you ever been employed by Dunham’s? [ ] Yes [ ] No
Position held:
Why did you leave?
EDUCATION |
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Currently attending school? [ |
] Yes [ ] No |
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Name, City, State of School |
Major Studies |
Grade Completed |
Did You Graduate? |
Degree |
High School
College
Other
(Specify)
OTHER SPECIAL TRAINING OR SKILLS
U.S. Military
Branch of Service:
Type of Duty/Specialized Training:
Are you presently employed? [ ] Yes [ ] No |
If YES: [ ] Full Time [ |
] Part Time |
Have you ever been suspended or discharged for cause from employment? |
[ ] Yes [ ] No |
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If YES, please explain: |
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Have you been convicted or plead no contest to a felony or misdemeanor crime, including misappropriation of property (do not consider minor traffic violations); or been released from prison for a felony within the last seven years?
that have been expunged, sealed or statutorily eradicated. A conviction will not necessarily disqualify you for employment.
[ ] Yes [ ] No If YES, when (month/year)________ EXPLAIN:
EMPLOYMENT HISTORY
List below your work experience; START with your current or most recent place of employment. SEE RESUME is NOT acceptable.
Dates Employed: From (month/year)________ To (month/year)_________ |
Starting Pay: _________ Current/Ending Pay:_________ |
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Company Name: _________________________________________ |
Telephone Number: (_______) ______________________ |
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Address (Street/City/State): _____________________________________________________________________________ |
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Position Held: ___________________________________________ |
Supervisor: _____________________________________ |
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Reason for leaving: |
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Dates Employed: From (month/year)________ To (month/year)_________ |
Starting Pay: _________ Ending Pay:_________ |
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Company Name: _________________________________________ |
Telephone Number: (_______) ______________________ |
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Address (Street/City/State): ____________________________________________________________________________ |
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Position Held: ___________________________________________ |
Supervisor: _____________________________________ |
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Reason for leaving: |
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Dates Employed: From (month/year)________ To (month/year)_________ |
Starting Pay: _________ Ending Pay:_________ |
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Company Name: _________________________________________ |
Telephone Number: (_______) ______________________ |
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Address (Street/City/State): ____________________________________________________________________________ |
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Position Held: ___________________________________________ |
Supervisor: _____________________________________ |
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Reason for leaving: |
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Dates Employed: From (month/year)________ To (month/year)_________ |
Starting Pay: _________ Ending Pay:_________ |
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Company Name: _________________________________________ |
Telephone Number: (_______) ______________________ |
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Address (Street/City/State): ____________________________________________________________________________ |
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Position Held: ___________________________________________ |
Supervisor: _____________________________________ |
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Reason for leaving: |
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List all other companies that have employed you prior to those listed |
ANY PERIOD OF TIME THAT YOU WERE UNEMPLOYED? |
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above: (use this area only if the above spaces are filled) |
[ ] Yes [ ] No |
If YES, please explain and give dates: |
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REFERENCES (list individuals having knowledge of your work abilities first ) |
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I hereby certify that all information furnished by me on this application is true, and I understand that falsification, distortion, or omission of any of the aforementioned information is grounds for immediate dismissal, regardless of when such omission or misrepresentation might be discovered by the Company. I authorize those agencies, employers, companies, schools or individuals mentioned herein to release to Dunham’s, or its agents, relevant information and opinion that may be used in employment decisions; and I release the Company and all providers of information from any liability as a result of furnishing or using this information. If hired, I agree to conform to the rules and regulations of Dunham’s, and understand that my employment and compensation is “At Will” and can be terminated with or without cause, with or without notice at any time at the option of the Company or myself. I further understand that Dunham’s or any agent of the Company shall have the maximum discretion permitted by law to administer, interpret, modify, or discontinue, enhance or otherwise change all policies, procedures, benefits or other terms or conditions of employment. I agree, in partial consideration for my employment, that any claim or lawsuit relating to my service with Dunham’s or any of its subsidiaries must be filed no more than 182 days after the date of the employment action that is the subject of the claim or lawsuit; I waive any statute of limitations to the contrary. I understand that no Manager or representative of Dunham’s, other than the Board of Directors acting pursuant to Company
I understand that before any offer of employment is finalized or thereafter if hired, I may be required to submit to a blood, urine and/or other testing for alcohol, drugs or controlled sub- stance at a Company selected facility at the Company’s expense.
I HAVE READ AND UNDERSTAND THIS APPLICATION AND THE QUESTIONS, STATEMENTS AND CONDITIONS OF EMPLOYMENT CONTAINED HEREIN.
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Complete only if interviewed |
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Applicant’s |
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Social Security number: |
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Under the Michigan Handicappers Civil Rights Act, a handicapper may allege a violation of the Act regarding the failure to accommodate only if the handicapper notifies the employer in writing of the need for accommodations within 182 days after the date the handicapper knew or reasonably should have known that an accommodation was needed.
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 lie detector or similar test. An employer who violates this law is guilty of a misdemeanor and subject to a fine not exceeding $100.
**Under Illinois law, 20 ILCS 2630/12, Illinois applicants are not required to disclose sealed or expunged records of conviction or arrest.
Form #0031 (REV 1/09)
BACKGROUND INVESTIGATION
DISCLOSURE
As a part of the employment process, which includes all
The Fair Credit Reporting Act, as amended by the Consumer Credit Reporting Reform Act of 1996, requires Dunham’s to disclose to you that these Reports may include information about your credit worthiness, credit standing, credit capacity, character, general reputation, personal characteristics and/or mode of living. Upon written request, additional information regarding the nature and scope of Investigative Consumer Reports and a written summary of your rights under the Fair Credit Reporting Act will be provided to you.
AUTHORIZATION & RELEASE
During the application process and, if applicable, at any time during any subsequent employment with Dunham’s, I authorize Dunham’s or any other entity so designated by Dunham’s to procure one or more Consumer Reports and/or Investigative Consumer Reports about me. I understand these Consumer Reports and/or Investigative Consumer Reports may contain information about my credit worthiness, credit standing, credit capacity, character, general reputation, personal characteristics and/or mode of living. I further understand that Dunham’s may use the information contained in these Reports for employment purposes or as may otherwise be allowed under the law. I acknowledge that these Reports may be compiled with information from consumer reporting agencies; court record repositories; departments of motor vehicles; past or present employers; past or present educational institutions; governmental occupational licensing or registration entities; business or personal references; personal interviews with neighbors, friends and/or associates; and any other information required to verify my background. I understand that I may submit a written request to Dunham’s for additional information regarding the nature and scope of Investigative Consumer Reports and a written summary of my rights under the Fair Credit Reporting Act.
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Applicant Signature |
Date |
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Printed Name |
Date of Birth (Optional) |
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Social Security Number (Complete only if interviewed)
• Must be submitted with application •
EMPLOYEE RIGHTS AND RESPONSIBILITIES
UNDER THE FAMILY AND MEDICAL LEAVE ACT
Basic Leave Entitlement
FMLA requires covered employers to provide up to 12 weeks of unpaid,
•For incapacity due to pregnancy, prenatal medical care or child birth;
•To care for the employee’s child after birth, or placement for adoption or foster care;
•To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or
•For a serious health condition that makes the employee unable to per form the employee’s job.
Military Family Leave Entitlements
Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered servicemember during a single
Benefits and Protections
During FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms.
Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.
Eligibility Requirements
Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the employer within 75 miles.
Definition of Serious Health Condition
A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.
Use of Leave
An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.
Substitution of Paid Leave for Unpaid Leave
Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.
Employee Responsibilities
Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal
Employer Responsibilities
Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility.
Covered employers must inform employees if leave will be designated as
Unlawful Acts by Employers
FMLA makes it unlawful for any employer to:
•Interfere with, restrain, or deny the exercise of any right provided under FMLA;
•Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.
Enforcement
An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.
FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulations
29 C.F.R. § 825.300(a) may require additional disclosures.
For additional information:
WWW.WAGEHOUR.DOL.GOV |
WHD Publication 1420 Revised January 2009 |
Document Specifications
| Fact Name | Fact Description |
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| Employer Status | Dunham's Athleisure Corporation operates as an Equal Opportunity and At Will employer. |
| Application Importance | This application must be completed in full to be considered for employment. |
| Age Requirement | Applicants must be 18 years of age or older to apply. |
| Drug Testing Policy | Dunham’s reserves the right to require drug testing for applicants. |
| Employment History | Applications must include detailed employment history; vague responses such as "see resume" are not acceptable. |
| References | Applicants are prompted to list individuals who can vouch for their work abilities. |
| Background Checks | Dunham's may conduct criminal background checks as part of the employment process. |
| FMLA Compliance | Dunham's adheres to the Family and Medical Leave Act, providing eligible employees with up to 12 weeks of unpaid leave. |
| Illinois Specific Law | Under Illinois law (20 ILCS 2630/12), applicants are not required to disclose sealed or expunged records of conviction or arrest. |
| Application Certification | Applicants must certify the truthfulness of the information provided, understanding that misrepresentation may lead to dismissal. |
Steps to Filling Out Dunhams Application
Once you have the Dunham’s Application form, it's important to fill it out accurately and completely to ensure your application is considered. This involves providing truthful and comprehensive information about your personal details, work history, and skills. Carefully following the steps outlined below will help you complete the form correctly.
- Personal Data: Begin by filling in your legal name, both last and first, along with your middle initial if applicable. Provide your current address, previous address, and both phone numbers.
- Position Desired: Indicate whether you are interested in full-time or part-time work, and the date you will be available to start. If you're willing to relocate, specify your geographical preferences.
- Availability: Note your best times for contacting you and state your acceptable pay range. Confirm if you are at least 18 years old and, if not, provide your age.
- Employment History: List any previous employment with Dunham's, including the position held and the reason for leaving, if applicable.
- Education: Provide details regarding your educational background, including schools attended, areas of study, and graduation status.
- Employment History (Continued): Elaborate on your work experience, starting with your most recent job. Specify dates of employment, pay rates, company details, positions held, supervisors, and reasons for leaving your previous jobs. Repeat this process for each position held.
- References: List at least three individuals who can vouch for your work abilities, including their names and contact information.
- Certification: Finally, read through the entire application to confirm all information is correct. Sign and date the application, ensuring you understand the implications of your submission.
After you complete the form, double-check it for accuracy before submitting it. This ensures that all your information is clear and complete, which helps Dunham's review your application efficiently. Good luck with your job application!
More About Dunhams Application
1. What is the Dunham’s Application form used for?
The Dunham’s Application form is used to collect information from individuals seeking employment with Dunham’s Athleisure Corporation. Completing this application is essential for anyone who wishes to be considered for a position within the company. It helps the employer assess qualifications, work history, and personal information relevant to the hiring process.
2. What information do I need to provide on the application?
The application requires various details, such as your legal name, contact information, and addresses. You will also need to specify the position you are applying for, your availability for work, and any prior work experience. Additionally, you may need to disclose educational background, skills, and training relevant to the position.
3. Do I need to disclose previous convictions on the application?
The application specifically states that if you are an Illinois resident, you are not required to disclose sealed or expunged records of conviction or arrest. For other applicants, while it asks about convictions or pleas concerning felonies or certain misdemeanors, a conviction does not automatically disqualify you from employment.
4. How should I complete the education section of the application?
In this section, you should list your educational history, starting with your highest level of education. Indicate whether you graduated, your major studies, and the name and location of the institution. If you are currently attending school, be sure to mention that as well.
5. Can I leave sections of the application blank?
It is crucial to complete all sections of the application. Failing to do so may result in your application not being considered for employment. Be thorough and provide as much relevant information as possible.
6. Is a background check part of the application process?
Yes, Dunham’s may conduct background checks as part of the employment process. This means that they will seek reports that could include information about your credit, character, and history to help in the hiring decision. By submitting your application, you authorize this process.
7. What should I do if I have gaps in my employment history?
It is okay to have gaps in your employment history. If there are any periods when you were unemployed, the application provides a section where you can explain and provide dates for those gaps. Being honest and forthcoming is generally the best approach.
8. Can I apply for both full-time and part-time positions?
Yes, the application allows you to indicate your preference for either full-time or part-time work. You can select one or both options depending on your availability and interest in the position. Be clear about what you are seeking.
9. Will my application be sent back to me if I fail to complete it correctly?
While the company may not necessarily return incomplete applications, any omissions could lead to disqualification from being considered for employment. Therefore, make sure to carefully review your application before submitting it.
10. How can I prepare for the interview after submitting my application?
After submitting your application, it's wise to prepare for an interview by researching Dunham's, reviewing the job position, and thinking about your experiences related to the role. Practice answering common interview questions and, if you know anyone at the company, consider reaching out to them for insights. This is your chance to make a good impression!
Common mistakes
When filling out the Dunhams Application form, individuals may unintentionally make several common mistakes that could impact their chances of employment. Awareness of these errors can help applicants present themselves more effectively. Below is a list of five mistakes to avoid:
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Inaccurate Contact Information:
Providing incorrect or outdated phone numbers can hinder communication with potential employers. Ensure that all contact details are current to facilitate follow-up.
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Incomplete Sections:
Leaving any part of the application blank may result in disqualification. It is essential to complete every section, even if that means entering "N/A" where applicable.
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Neglecting to Follow Instructions:
Applicants should pay close attention to specific directions, such as the requirement not to state any convictions if relevant to the applicant's state. Failing to adhere to these guidelines can lead to misunderstandings.
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Using a Resume Instead of Detailed Employment History:
Simply stating "See Resume" in the employment history section may be deemed inadequate. Complete details for each position should be listed, as the employer requests thorough information on work experience.
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Omitting Important Dates:
For every job listed, including the month and year of employment is crucial. Not providing these dates can raise questions regarding gaps in employment and diminish credibility.
By being mindful of these common pitfalls, individuals can improve their application experience and enhance their prospects for employment with Dunham's Athleisure Corporation.
Documents used along the form
The Dunhams Application form is just one part of the employment process at Dunham's Athleisure Corporation. Several other documents may also be required for employment consideration. Here’s a brief overview of some common forms used alongside the application.
- Background Investigation Disclosure: This document informs applicants that Dunham’s may obtain consumer reports or investigative reports as part of the employment process. It outlines what information may be included, such as credit history and character references.
- Authorization & Release: This form allows Dunham’s to procure reports related to the applicant’s background. It clarifies what kind of information can be collected and used in the hiring process.
- Employee Rights and Responsibilities Under the Family and Medical Leave Act: This document outlines the rights of employees regarding unpaid, job-protected leave for medical reasons. It details eligibility, conditions, and protections under FMLA.
- Reference Check Authorization: This form seeks permission from the applicant to contact their references for verification of employment history and character. It ensures that the applicant has consented to this step in the hiring process.
- Recruitment Source Form: Applicants may be asked to fill out this form to disclose how they learned about the job opening. This information can help the company assess the effectiveness of its recruitment strategies.
These documents, when completed and submitted with the Dunhams Application form, help facilitate a smoother hiring process. Each plays a role in gathering necessary information about potential employees to ensure compliance with legal standards and company policies.
Similar forms
The Dunhams Application form shares similarities with a standard job application used across various industries. Both documents serve the purpose of gathering essential information from job applicants to evaluate their suitability for a position. They typically include sections that request personal data, employment history, educational background, and references. Just like the Dunhams Application, a general job application emphasizes the importance of truthfulness and completeness, as inaccuracies can lead to disqualification from employment opportunities.
Another document that resembles the Dunhams Application form is a background check authorization form. This form is often required by employers to obtain information about a potential employee's criminal history, credit background, or other relevant personal details. Similar to the Dunhams Application, this document ensures transparency between the applicant and the employer, providing a pathway for the employer to conduct thorough checks that can impact hiring decisions.
The employee onboarding checklist is another document that shares a parallel structure to the Dunhams Application form. During the hiring process, employers often require new employees to complete checklists to ensure all necessary documentation and requirements are met. Both documents require personal information and confirm the individual's eligibility for employment. Furthermore, the onboarding checklist includes sections for compliance with company policies, which aligns with the Dunhams Application's emphasis on acknowledging company protocols.
A resume is another document similar to the Dunhams Application. While the application form typically provides a structured framework for answering specific questions, a resume allows candidates to present their qualifications, skills, and work history more fluidly. Both emphasize the importance of showcasing professional experiences, but resumes may allow for more creativity and personalization in formatting. A well-crafted resume complements the information submitted through the application, enhancing the candidate's chances of being noticed by potential employers.
Finally, an offer letter is akin to the Dunhams Application form in that it formalizes the employment agreement between an employer and a new hire. This document communicates the terms of employment, including job responsibilities, salary, and benefits—much like how the application gathers total compensation expectations and position preferences. Both documents are critical during the hiring process, serving to solidify the relationship initiated through the application form and culminating in formal employment terms outlined in the offer letter.
Dos and Don'ts
When filling out the Dunham's Application form, attention to detail is crucial. Here are some guidelines to help navigate the process effectively.
- Do read the entire application carefully before starting.
- Do complete all sections of the application to ensure consideration for employment.
- Do provide accurate and truthful information regarding your employment history and personal data.
- Do double-check for grammatical or typographical errors before submission.
- Do mention referrals or connections you might have with current employees if applicable.
- Don’t leave any required fields blank; incomplete forms may be discarded.
- Don’t disclose felony convictions or certain legal matters as instructed, especially if you are an Illinois resident.
- Don’t submit a resume if it is not explicitly requested to accompany the application form.
- Don't forget to sign and date the application before submitting it.
Following these tips will help present your application in the best light and increase your chances of being considered for a role at Dunham's. Good luck!
Misconceptions
1. Misconception: You Have to Disclose All Convictions
Many applicants believe they must reveal every conviction when filling out the Dunhams Application. However, under Illinois law, applicants are not required to disclose sealed or expunged records of conviction or arrest. This means you can present yourself without worrying about past legal issues that have been removed from your record.
2. Misconception: Completing the Application is Optional
Some may think that they can skip sections of the application. In actuality, failing to complete all sections might result in not being considered for employment. Taking the time to fill out every part thoroughly increases your chance of being noticed.
3. Misconception: Past Employment at Dunham's Disqualifies You
Individuals sometimes fear that having left Dunham's previously disqualifies them from reapplying. This is not the case. Previous employment at Dunham's does not automatically hinder future opportunities. It's crucial to be honest about your past roles if prompted.
4. Misconception: Education History is Irrelevant
Some applicants might undervalue their educational background when filling out the application. In reality, your education can play a significant role in your eligibility for certain positions. Providing this information helps potential employers understand your qualifications better.
5. Misconception: The Application is Just a Formality
While it may seem like just paperwork, the Dunhams Application is a critical step toward employment. It serves as an initial screening tool to identify suitable candidates. Take it seriously and ensure all information is accurate and complete.
6. Misconception: You Cannot Discuss Salary Expectations
Some applicants hesitate to provide salary expectations, fearing it might limit their opportunities. Being open about your acceptable pay range invites transparent discussions and helps shaping potential job offers that meet your needs.
7. Misconception: Referrals Don't Matter
Having someone who works at Dunham's can seem unimportant, but internal referrals can significantly enhance your application. If you know current employees, mentioning their names may help boost your candidacy, as references can validate your character and suitability for the role.
Key takeaways
When filling out the Dunham's Application form, several important aspects should be remembered to ensure a smooth application process.
- Completeness is Crucial: Fill out all sections of the application. If any sections remain incomplete, it may lead to your application being disregarded.
- Employment History Matters: Provide detailed information regarding your previous employment, starting from your most recent job. Simply stating "see resume" will not suffice.
- Understand Background Checks: Be aware that Dunham's may conduct background checks as part of the employment process. This could include inquiries into your credit history, character, and previous employment.
- References Are Important: Choose references wisely. List individuals who can speak positively about your work abilities and are familiar with your professional background.