Floating Property Manager

I understand that Avenue5 Residential LLC (the “Company”) will rely, in part, on the information I provide in this Employment Application in considering whether to hire me. I understand that it is important that I provide complete and accurate information and certify that I have done so. I understand that any misrepresentation or omissions will result in my application not being considered or, if I am working for the Company, may result in disciplinary action, up to and including termination of employment. 

The Company is committed to compliance with the provisions of this nation’s immigration laws regarding verification of employment eligibility. Any offer of employment will be contingent upon your ability to provide legally sufficient documentation verifying your identity and authorization to be employed by the Company. Applicants or employees that present fraudulent documents for employment verification purposes will be terminated.

I hereby authorize the Company, to the extent allowed by applicable federal state and local laws, investigate my references, employment history and education and, further, authorize the references and prior employers I have listed to disclose to the Company information related to my employment history and qualifications for the position for which I am applying, without giving me prior notice of such disclosure. I release all parties and persons from any and all liability for any damages that may result from furnishing such information to the Company as well as from any use or disclosure of such information by the Company or any of its agents, employees or representatives.

I understand that this Employment Application is not an offer of employment. No promises regarding employment have been made and I understand that no such promise or guarantee is binding upon the Company.

I understand that if I am hired, my employment will be “at will,” meaning I am not hired for any definite length of time and either I or the Company can terminate my employment at any time for any or no reason, and without prior notice, except where prohibited by applicable law.

If employed, I understand that I will required to comply with Federal, State/Province, or Local Data Privacy and other applicable regulations. I understand and agree to comply with such laws, if hired.

If employed, I understand that as a condition of employment that I will be required to agree to a Mutual Arbitration Agreement, Confidential Information and Non-Solicitation Agreement and other similar agreements to the extent permitted by law. I also agree to notify the Company during the pre-employment process of any confidentiality, non-compete, non-solicitation, and/or other similar agreements that I may have already signed with current and/or former employers, or other potential conflict.

I understand that the Company may transmit my application and personal information over various networks and to other Company employees for employment and administrative purposes and hereby consent to such transfer. 

My submission of this application certifies that I agree to be bound by the terms and conditions stated in this application, which contains all the understandings between the Company and me concerning the topics addressed herein, and supersedes any prior inconsistent understandings between the Company and me on such issues.

STATE-SPECIFIC NOTICES
Arizona Applicants:

Smoking is prohibited in all enclosed places of employment in Arizona. Ariz. Rev. Stat. § 36-601.01(B).

Arkansas Applicants:

Smoking is prohibited in all enclosed areas within places of employment in Arkansas, including, but not limited to:
(A) Common work areas;
(B) Auditoriums;
(C) Classrooms;
(D) Conference and meeting rooms;
(E) Private offices;
(F) Elevators;
(G) Hallways;
(H) Healthcare facilities;
(I) Cafeterias;
(J) Employee lounges;
(K) Stairs;
(L) Restrooms; and
(M) All other enclosed areas.

Ark. Code § 20-27-1804(b)(1).

Georgia Applicants:

Smoking is prohibited in all enclosed places of employment in Georgia including, but not limited to, common work areas, auditoriums, classrooms, conference and meeting rooms, private offices, elevators, hallways, medical facilities, cafeterias, employee lounges, stairs, restrooms, and all other enclosed facilities. O.C.G.A. § 31-12A-5(a).

Iowa Applicants:

Smoking is prohibited and a person shall not smoke in all enclosed areas within places of employment in Iowa including but not limited to work areas, private offices, conference and meeting rooms, classrooms, auditoriums, employee lounges and cafeterias, hallways, medical facilities, restrooms, elevators, stairways and stairwells, and vehicles owned, leased, or provided by the employer. Iowa Code § 142D.3(1)(b).

Massachusetts Applicants:

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liabilities. 

Maryland Applicants:

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.

Rhode Island Applicants:

The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law.

All Applicants: Smoking is prohibited in all indoor areas of the Company unless designated smoking areas have been established by a particular location in accordance with applicable state and local law. R.I. Gen. Laws § 23-20.10-4.

Tennessee Applicants:

Smoking is prohibited in all enclosed places of employment in Tennessee. Tenn. Code Ann. § 39-17-1803(b).

ARBITRATION AGREEMENT
Avenue5 Residential LLC ("Company") and I agree to individually arbitrate all claims related to or arising out of or in connection with my application for employment with, my relationship and/or employment with, and/or termination of employment from the Company, except for claims that cannot be arbitrated as a matter of law (“Claims”).

This Arbitration Agreement is governed by the Federal Arbitration Act (“FAA”), including the FAA’s substantive and procedural rules. The Arbitrator shall have exclusive authority to resolve any dispute relating to the interpretation, applicability, and/or enforceability of this Arbitration Agreement. However, notwithstanding the preceding sentence and regardless of anything else in this Arbitration Agreement or the American Arbitration Association (“AAA”) rules or procedures, any dispute relating to the interpretation or enforceability of the Class Action Waiver or Representative Action Waiver (defined below), or any dispute relating to whether this Arbitration Agreement otherwise precludes a class, collective, or representative action proceeding, may only be determined by a court and not the Arbitrator. The arbitration will be conducted before a single arbitrator (who shall be either an attorney who is experienced in employment law and licensed to practice law in the state where the arbitration will take place or a former judge from any jurisdiction), and except as provided in this Arbitration Agreement, will be held under the Employment Arbitration Rules of the AAA, which are available at the AAA website (www.adr.org) and from the Company’s Human Resources Department. The Arbitrator shall apply: (1) the statute of limitations that would have applied if the claims had been brought in court; and (2) the substantive federal, state, or local law applicable to the claims asserted. The arbitrator has the authority to order such discovery as they consider necessary to a full and fair exploration of the issues in dispute, consistent with the expedited and efficient nature of arbitration. The Arbitrator will issue a decision/award in writing, stating the essential findings of fact and conclusions of law. A court of competent jurisdiction shall have the authority to enter judgment upon the decision/award. 

The Company and I agree to pursue any Claims against one another on an individual basis only. The Company and I agree not to bring any Claim as a class or collective action, and there will be no right or authority for any claim or dispute to be brought, heard or arbitrated as a class or collective action ("Class Action Waiver"). The Company and I agree that if I bring a Claim as a representative action, such as under the California Private Attorneys General Act (“PAGA”), I may pursue Claims for relief as a representative of the state, but that I must pursue individual Claims for relief in arbitration, even if as a representative of the state, but only to recover civil penalties based on alleged violations of law I personally experienced (“Representative Action Waiver”). I must also arbitrate whether I am an aggrieved employee under the PAGA, even if I elect not to pursue individual Claims for relief in arbitration.

If the court determines that any Claims must proceed on a non-individual basis, those Claims may only proceed in court, not in arbitration. In the event any other portion of this Arbitration Agreement is held unenforceable, such language shall be severed from this Arbitration Agreement to the minimum extent required, and the remaining provisions shall remain in full force and effect.

California Consumer Privacy Act Consent Notice
Under the California Consumer Privacy Act ("CCPA"), Avenue5 Residential LLC is required to inform California residents who are our job applicants or prospective talent (together, "job applicants") about the categories of personal information we collect about you, the purposes for which we will use this information, and your rights regarding this information. Click the link below to view our privacy policy.

https://www.avenue5.com/privacy-policy