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By applying for a job to join our team at Vercel Inc. (or our German subsidiary Vercel GmbH) through our website, or by sending us your job application by e-mail, we will collect and further process the data you provide along with your job application. This includes, in particular:your name; your e-mail address and other contact address such as your phone number; your curriculum vitae; your work references; the job profile for which you are applying; and any other information you may provide optionally, such as a letter of motivation.
We process this personal data for the sole purpose of carrying out the job application process enabling us to make a hiring decision. This processing of your personal data is legally based on Art 6 Para 1 lit b GDPR and in case you are applying for a job with our German subsidiary (Vercel GmbH), additionally on Sec 26 Para 1 German Federal Data Protection Act.
If we are unable to offer you a job, your application documents will be stored for up to six months after the end of the respective application process in order to be able to answer any queries in connection with your application. If after completion of the application process you allow us to store your application documents for a longer period of time, in order to keep you updated on new job openings in the future, this processing is based on your consent (Art 6 Para 1 lit a GDPR). Further storage may take place if this is necessary on the basis of our legitimate interests for the provision of evidence, in particular for the defence, assertion or enforcement of claims (Art 6 Para 1 lit f GDPR).
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Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring
process or thereafter. Any information that you do provide will be recorded and maintained in a
As set forth in this company’s Equal Employment Opportunity policy,
we do not discriminate on the basis of any protected group status under any applicable law.
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As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure
the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories
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A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.
A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
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We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.
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You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.
Disabilities include, but are not limited to:
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- Intellectual disability
- Missing limbs or partially missing limbs
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1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.
PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
Optionally, include links to your social media profiles.