Midwest Lawn & Landscape
Please read carefully. Every item on this form must be answered to the best of your ability.Your qualifications will be carefully reviewed and you will be given thorough consideration for the position(s) for which you have applied. Upon employment, this application will become part of your permanent record at Midwest Lawn & Landscape. Keep this in mind as you complete it.        
SPECIAL NOTE:  Midwest Lawn & Landscape.  is an equal opportunity/affirmative action employer and does not discriminate against any applicant or employee because of age, religion, sex, gender identity, genetic information, race, color, national origin, pregnancy, sexual orientation, marital status, participation in the uniformed services (e.g. U.S. Armed Forces, National Guard), physical or mental disability, or any other status protected by federal, state, or local equal employment opportunities laws. Applicants with physical or mental disabilities may be entitled to a form of reasonable accommodation under the Americans with Disabilities Act and certain state and local laws. A reasonable accommodation is a change in the way things are normally done which will insure equal employment opportunity without imposing undue hardship on Midwest Lawn & Landscape. Please inform the Human Resources department if you need assistance completing any forms, or to otherwise participate in the application process.

*Date of birth is being requested for identification purposes only in obtaining accurate retrieval of consumer investigative reports and will not be used for discriminatory purposes.

EEO Is The Law View EEO Poster
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Affirmative Action Notice: Vendors and subcontractors are notified they may be subject to the provisions of: 41 CFR Section 60-300.5(a); 41 CFR Section 60-741.5(a); 41 CFR Section 60-1.4(a) and (c); 41 CFR Section 60-1.7(a); 48 CFR Section 52.222-54(e); and 29 CFR Part 471, Appendix A to Subpart A with respect to affirmative action program and posting requirements.

This contractor and subcontractor shall abide by the requirements of 41 CFR ยงยง 60-300.5(a) and 60-741.5(a). These regulations prohibit discrimination against qualified individuals on the basis of Protected Veteran status or disability, and require affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified Protected Veterans and Individuals with Disabilities.