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†Do not report any conviction that has been sealed, expunged, statutorily eradicated, annulled, impounded, erased, dismissed under the First Offender’s law, pardoned by the Governor or which state law allows you to lawfully deny as set forth below. You are also not required to disclose violations, infractions, misdemeanors or summary offenses.

A conviction will not necessarily be a bar to employment. This information will only be used for job-related purposes consistent with applicable law and is only relevant in determining whether the conviction is related to the job for which you are applying. Factors such as age at the time of the offense(s), recentness of the offense(s), seriousness of the offense(s), nature of the violation(s), its relation, if any, to the job you are seeking, and rehabilitation will be taken into account. Failure to honestly answer these questions will result in discontinued consideration of your application or termination of employment.

†California applicant/residents: You need not disclose any referral to, and participation in, any pre-trial or post-trial diversion program. Do not list any felony marijuana convictions under California Health and Safety Code Section 11360 (c) which occurred prior to 1976.

California applicants should also read and acknowledge, by initialing, the following statement: Initial here

†Connecticut applicants/residents: You need not disclose any conviction record that has been erased pursuant to sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Records subject to erasure under these sections are records pertaining to a finding of delinquency or that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or nolled, or a criminal charge for which the person was found not guilty or received an absolute pardoned conviction. Any person whose records were erased within the meaning of these three sections may consider such events to have never occurred and may so swear under oath.

†Hawaii applicants/residents: Do not respond to this question until you have been given a conditional offer of employment.

†Massachusetts applicants/residents: DO NOT answer this question during the initial application stage or prior to any interview. Massachusetts law prohibits employers from making inquiries regarding applicants' criminal history information in an initial written application form. You may be required to provide some criminal history information later in the hiring process.

†Pennsylvania applicants/residents: DO NOT answer this question during the initial application stage or prior to any interview. You may be required to provide some criminal history information later in the hiring process.

†Washington applicants/residents: You may exclude convictions that occurred over ten years ago.

If you have been convicted of a felony and the above disclaimers do not apply to you, please provide city, county, and state of conviction and date and nature of the offense, along with sentencing information. Enter N/A if this does not apply to you.

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Applicant's Affirmation and Agreement

I hereby affirm that the information on this application (and accompanying resume, if any) is true and complete to the best of my knowledge. If I am employed by California Pizza Kitchen (CPK), this document will become part of my permanent record. I also agree and understand that any misrepresentation or omission of any material information on this application or in the interviewing process or on my resume, may preclude me from an offer of employment, or may result in a withdrawal of an employment offer, or may result in my discharge from employment if I am already employed at the time the misrepresentation or omission is discovered.

I agree that if employed, I will abide by all policies and procedures established by California Pizza Kitchen. I understand that my employment is "at will ," and that CPK may terminate my employment at any time, with or without cause and with or without notice. I understand that no manager or representative of CPK, other than its President and CEO or his designee, has any authority to enter into any agreement for employment for any specified period of time or make any agreement contrary to the foregoing either now, in the past or in the future. I further understand that such an agreement must be in writing and signed by the President, CEO, and me for it to be binding on either CPK or myself. I further understand that this statement supersedes any prior oral or written understanding and bars any future oral understanding to the contrary.

I also recognize that the use of drugs and alcohol can create an unsafe working environment, and that California Pizza Kitchen is a drug-free, smoke-free workplace.

†Massachusetts Residents:
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 Residents:
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 A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. I have carefully read the above Maryland Polygraph Statement and understand the statement.

†Washington State Residents:
You are only required to disclose convictions if the conviction or release from incarceration resulting from conviction occurred in the last ten years.

At CPK, it is our policy not to distribute, sell, rent or in any way make available your name, email address, or any other personal information to any third party without your permission.