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Privacy Agreement 

Please scroll down to read the entire Privacy Agreement, then click either the "I Accept" or "I Decline" button below.


Please complete entire application to ensure processing.
The MENTOR Network and its affiliates understand the importance of protecting your personal data.  The personal data you submit will be used by the company solely for the purpose of the administration, evaluation and management of your file.
Your personal data may be transmitted to and used by the company and/or third parties that assist the company to administer, evaluate and manage your file, and will only be transmitted and used for these purposes, unless otherwise required by applicable local law.  The company and/or third parties that may receive your personal data may be located outside the country from which you provide your data, potentially in a country with different standards for data protection.
The company will keep your information secure and confidential at all times, and will utilize appropriate security measures to protect your personal data, in compliance with applicable local law.
By entering your data into the tool, you agree that you have read, understand and consent to the processing of your personal data as outlined in this Privacy Statement.
If you do not consent to the processing of your personal data as outlined in this Privacy Statement, do not enter your personal information.  As a result, the company will not be able to process your application at this time.
You must complete this entire application, even if attaching a resume or submitting a resume through the web. The MENTOR Network offers reasonable accommodation in the employment process for individuals with disabilities. If you need assistance, you may request an accommodation at any time by contacting The MENTOR Network Human Resources Department in your local area.
You may exclude information regarding any conviction for which the record has been judicially ordered sealed, expunged or statutorily eradicated. You also may exclude information regarding any conviction that is more than two years old for a violation of California Health and Safety Code Sections 11357, 11360, 11364, 11365 or 11550 (or predecessor statutes) as they relate to marijuana.
Under Connecticut law, an employer cannot require an employee or prospective employee to disclose arrest, criminal charge or conviction records that have been erased. An employment application that asks an applicant about his or her criminal history must contain the following notice: 1. The applicant is not required to disclose the existence of any arrest, criminal charge or conviction, the records of which have been erased pursuant to Sections 46b-146, 54-76o or 54-142a; 2. The criminal records subject to erasure pursuant to Sections 46b-146, 54-76o or 54-142a are records pertaining to a find of delinquency or that a child was a member of a family with services needs, an adjudication as a youthful offender, a criminal charge for which the person has been found not guilty or a conviction for which the person received an absolute pardon; and 3. Any person whose criminal records have been erased pursuant to Section 46b-146, 54-76o or 54-142a shall be deemed to have never been arrested within the meaning of the general statutes with respect to those proceedings so erased and may so swear under oath. 
Do not disclose criminal conviction records that are sealed, expunged or annulled.
Do not disclose prior convictions that have been expunged, sealed or impounded under Section 5 of the Criminal Identification Act.
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 misdemeanor and subject to a fine not exceeding $100.
Under Massachusetts law, an employer is prohibited from asking questions on an initial application form about an applicant's criminal background.  MASSACHUSETTS APPLICANTS SHOULD NOT RESPOND TO ANY OF THE QUESTIONS ON THIS INITIAL APPLICATION SEEKING CRIMINAL BACKGROUND INFORMATION. Following the initial application, an employer may inquire about and consider an individual's criminal conviction record. In that case, do not disclose a first conviction for drunkenness, simple assault, speeding, minor traffic violations, disturbing the peace, or any conviction of a misdemeanor which has occurred 5 years before the date of this application. Additionally, applicants for employment with a sealed record on file with the commission of probation may answer "no record" with respect to an inquiry herein relative to prior arrests, criminal court appearances or convictions. Further, applicants for employment with a sealed record on file with the commissioner of probation may answer "no record" to any inquiry relative to prior arrests or criminal court appearances. Finally, any applicant for employment may answer "no record" with respect to any inquiry relative to prior arrests, court appearances and adjudications in all cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. 
Do not disclose convictions which occurred more than 7 years ago or for which you were released from prison more than 7 years ago.
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