Employment Application
Midwest Janitorial Service, Inc.
Welcome
Please read the following information carefully before beginning your application.
Please read carefully. Every question on this application must be answered to the best of your ability. Your qualifications will be carefully reviewed, and you will receive full consideration for the position(s) for which you have applied. Upon employment, this application will become part of your permanent personnel record. Please keep this in mind as you complete it.
Equal Employment Opportunity / Affirmative Action Notice
Midwest Janitorial Service, Inc. is an Equal Opportunity and Affirmative Action employer. We do not discriminate against applicants or employees based on race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, familial status, veteran status, genetics, creed, or any other characteristic protected by federal, state, or local law.
Applicants with disabilities may be entitled to reasonable accommodations under the Americans with Disabilities Act (ADA) and applicable state and local laws. A reasonable accommodation is a modification or adjustment in the application process or in the work environment that allows a qualified individual to participate fully without imposing undue hardship on the Company. Please notify Human Resources if you require an accommodation to complete this application or to participate in any part of the application process.
The information requested in this application is collected solely to determine suitability for employment, verify identity, and maintain employment statistics. You are not required to provide information prohibited by federal, state, or local law. Information such as date of birth is requested for identification purposes only and will not be used in a discriminatory manner.
Applicant & Employee Required Postings
Affirmative Action Notice for Vendors and Subcontractors
Vendors and subcontractors may be subject to the provisions of the following regulations regarding affirmative action and posting requirements: 41 CFR §60-300.5(a); 41 CFR §60-741.5(a); 41 CFR §60-1.4(a) and (c); 41 CFR §60-1.7(a); 48 CFR §52.222-54(e); and 29 CFR Part 471, Appendix A to Subpart A.
Covered contractors and subcontractors must comply with 41 CFR §§60-300.5(a) and 60-741.5(a), which prohibit discrimination against qualified individuals on the basis of protected veteran status or disability and require affirmative action to employ and advance in employment qualified protected veterans and individuals with disabilities.
By clicking Next, you confirm you have read and understood the above information.
Questions? Call 800-249-6161 or email humanresources@mjsia.com