Application Terms and Conditions

Avalon Services Group, Inc. (“Avalon”) does not disclose your personal data to unauthorized third parties. Avalon may, from time to time, also use third parties to act on Avalon's behalf. You agree to the fact that to the extent necessary your personal data may be transferred and/or disclosed to third parties acting on Avalon's behalf, including also transfers to servers and databases outside the country where you provided Avalon with your personal data. Such transfers may include, for example, transfers and/or disclosures outside the European Economic Area and in the United States of America.

Avalon collects your personal information for the purpose of managing Avalon’s Career-related activities. Avalon may use your personal information in relation to the evaluation and selection of applicants, including, for example, setting up and conducting interviews and as is otherwise needed in the recruitment process. The information you enter into your account will be retained and may be used to match you with additional job opportunities. If at any time you have questions about how your information is being used or you would like to request access to or deletion of your personal information, please contact us at info@avalon-sg.com.

I hereby certify that all the information I provided in this application and during the application process is true, accurate, and complete to the best of my knowledge. I understand that the falsification, misrepresentation, or omission of any facts in said documents or during the application process is cause for denial of employment or immediate termination of employment.

I understand that submitting an application does not guarantee employment. I understand that none of the documents, policies, procedures, actions, or statements of Avalon or its representatives used during the employment process is deemed a contract of employment, real or implied.

California Applicants: Avalon may obtain public records pertaining to my character, general reputation, personal characteristics, or mode of living without using the services of a third-party investigative consumer reporting agency.

Massachusetts Applicants: I understand that 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 liability.

Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAPH 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: If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers’ Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation. The Company complies fully with the Americans with Disabilities Act.

Montana Applicants: If hired, the employment relationship is governed by the Wrongful Discharge from Employment Act. Mont. Code Ann. Section 39-2-901.