Zwicker & Associates, P.C.

Associate Attorney

Step 1 of 4

Information

You understand and agree that, if hired, your employment will be "at will." You understand and agree that "at will" means the employment is for no definite period and may be terminated by you or Zwicker and Associates.


Zwicker and Associates is enrolled in an Employment Eligibility Verification System which may be used for immigration enforcement purposes.


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.


Zwicker is subject to the Workers' Compensation Act (Chapters 29 to 38 of Title 28 of the Rhode Island General Laws) (R.I. Gen. Laws §§ 28-29-1 to 28-38-25).


Zwicker & Associates, P.C. is committed to a policy of Equal Employment Opportunity and will not discriminate against an applicant or employee based on race, color, religion, creed, national origin, ancestry, ethnicity, sex, pregnancy, sexual orientation, gender (including gender-related identity, gender nonconformity, and status as a transgender or transsexual individual), age (40 and over), physical or mental disability, military status, marital status, genetic information, or any other characteristic protected under applicable federal, state, or local law.


Applicants with disabilities may be entitled to reasonable accommodation under the Americans with Disabilities Act or local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on Zwicker & Associates, P.C. Please inform a member of Zwicker’s recruiting team if you need assistance completing this application or to otherwise participate in the application process.


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.

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