Employment Application

Applicant Information

Education

References

Demographic Information on Applicants

At Romero Law, we believe that a commitment to diversity, equity, and inclusion (“DEI”) is vital to realizing our true success as a firm. We are dedicated to DEI not only because it is the right thing to do, but because it is integral to how we succeed for clients. It influences how we serve clients, collaborate with colleagues, and recruit, retain, and promote talented attorneys and professional staff, as well as how we engage the global communities where we live and work.

We endeavor to foster a strong and supportive culture where all our talent can thrive, succeed, and experience true belonging and career fulfillment. We continually challenge and confront the unconscious biases and behaviors, as well as remove other barriers which could hinder or undermine or efforts to cultivate inclusion.

Your Privacy is Protected

This information is used to determine if our equal employment opportunity efforts are reaching all segments of the population, consistent with Federal equal employment opportunity laws. Responses to these questions are voluntary. Your responses will not be shown to the panel rating the applications, to the official selecting an applicant for a position, or to anyone else who can affect your application. This form will not be placed in your Personnel file, nor will it be provided to your supervisor should you be hired. The aggregate information collected through this form will be kept private to the extent permitted by law. See the Privacy Act Statement below for more information.

Completion of this form is voluntary. No individual personnel selections are made based on this information. There will be no impact on your application if you choose not to answer any of these questions.

Thank you for helping us to provide better service.

Privacy Act Statements

Privacy Act Statement: This Privacy Act Statement is provided in the spirit of 5 U.S.C. 552a (commonly known as the Privacy Act of 1974). The authority for this form is 5 U.S.C. 7201, which provides that the Office of Personnel Management shall implement a minority recruitment program, by the Uniform Guidelines on Employee Selection Procedures, 29 C.F.R. Part 1607.4, which requires collection of demographic data to determine if a selection procedure has an unlawful disparate impact, and by Section 501 of the Rehabilitation Act of 1973, which requires federal agencies to prepare affirmative action plans for the hiring and advancement of people with disabilities. Although Romero Law is not a federal agency, we have voluntarily chosen to abide by these standards with regard to employee recruitment and selection. Data relating to an individual applicant is not provided to selecting officials. This form will be seen by Human Resource personnel who are not involved in considering an applicant for a particular job and by management personnel who receive aggregate, non-identifiable data derived from this form.

Purpose and Routine Uses: The aggregate, non-identifiable information summarizing all applicants for a position will be used by Human Resources personnel to determine if the firm is effectively recruiting and selecting individuals from all segments of the population.

Effects of Nondisclosure: Providing this information is voluntary. No individual personnel selections are made based on this information. There will be no impact on your application if you choose not to answer any of these questions.