Territory Manager (N. VA)

Personal Data Statement

We are subject to certain government recordkeeping and reporting requirements for the administration of civil rights laws and regulations. In order to comply with these laws, Envista and Envista Companies invite applicants and employees to voluntarily self-identify their race/ethnicity and gender.

Supplying this information is voluntary and is not required to show interest in a position with Envista Corporation or its subsidiaries. Furthermore, refusal to provide this information will not result in the applicant or employee being subject to any adverse employment actions. This information will be kept in a confidential file separate from all other employment records and will only be used in accordance with the provisions of applicable laws, executive orders, and regulations, including those that require the information to be summarized and reported to the U.S. government for civil rights enforcement. When reported, data will not identify any specific individual.

EEO Ethnic and Racial Designations

• Hispanic or Latino - A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race.
• White (Not Hispanic or Latino) - A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.
• Black or African American (Not Hispanic or Latino) - A person having origins in any of the black racial groups of Africa.
• Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) - A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands.
• Asian (Not Hispanic or Latino) - A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.
• American Indian or Alaska Native (Not Hispanic or Latino) - A person having origins in any of the original peoples of North and South America (including Central America), and who maintain tribal affiliation or community attachment.
• Two or More Races (Not Hispanic or Latino) – All persons who identify with more than one of the above five races.

Protected Veteran

The “Envista Company” is a Government contractor subject to the Vietnam Era Veterans\' Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA), which requires Government contractors to take action to employ and advance in employment protected veterans. Protected veterans are defined as follows:

• A “disabled veteran” is one of the following: (1) 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 (2) 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.

If you believe you belong to any of the categories of protected veterans listed above, please indicate by checking the appropriate box below. As a Government contractor subject to VEVRAA, we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA.

Terms and Conditions

Please read the following statements carefully, then acknowledge that you have read and agree by checking the box at the bottom of the page.

CERTIFICATION

PLEASE READ THE FOLLOWING STATEMENTS CAREFULLY. I certify that all of the responses, information and statements I provided in this application are true and correct to the best of my knowledge. I understand that misrepresentation or omission of facts in this application or during the selection process may result in the withdrawal of an offer or disciplinary action up to and including termination of employment if I am hired, regardless of when discovered. I understand that my eligibility for employment with an Envista Holdings Corporation subsidiary company, depending on the position(s) I applied for and the Envista company I applied to (the "Company," as applicable) will depend on satisfactory responses from my references and a background check, depending on local procedures.

I further understand that this application is not and is not intended to be a contract of employment.

I further understand that my completing this application does not obligate the Company in any way or indicate that there are any open positions. Envista Holdings Corporation and all Envista Companies are Equal Opportunity Employers. We evaluate qualified applicants without regard race, ethnicity, traits historically associated with race or ethnicity, including but not limited to, hair texture and protective hair styles (e.g., braids, locks, and twists), color, religion, sex (including pregnancy, childbirth, and medical conditions related to pregnancy, childbirth, or breastfeeding), sex stereotyping (including assumptions about a person's appearance or behavior, gender roles, gender expression, or gender identity), gender, gender identity, gender expression, national origin, age, mental or physical disability, ancestry, medical condition, marital status, military or veteran status, protected citizenship status, sexual orientation, genetic information, or any other protected status under applicable law. Our statement, EEO is the Law, its supplement, and the pay transparency non-discrimination posters are available[insert]. Envista Holdings Corporation and all Envista Companies are committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please send an e-mail to applyassistance@envistaco.com or call +1714-516-7457 and let us know the nature of your request and your contact information.

Addendum For US Citizens and US Applicants: I certify that I am eligible and authorized to work in the United States and I understand that, if hired, any employment in the United States is considered "at will" which means that it is not guaranteed for any period of time and that my employment may be terminated by the Company or by me for any reason at any time with or without notice as allowable by law. If I am offered employment, I also understand that in the United States, I agree, subject to applicable law, that successful completion of a drug and alcohol screen that may be required as a condition of employment or continued employment. I understand that, subject to applicable law, refusal to submit to such testing as a condition of employment or during the course of my employment may result in disciplinary action, up to and including withdrawal of an employment offer or termination of employment.

MASSACHUSETTS ONLY: 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 ONLY: 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.

FOR MONTANA APPLICANTS: The employment relationship is governed by the Wrongful Discharge From Employment Act. Mont. Code Ann. § 39-2-901.

FOR RHODE ISLAND APPLICANTS: If you provide false information about your ability to perform the essential functions of the job, with or without accommodations. You may be barred from filing a claim under the provisions of the Workers' Compensation Act of the State of Rhode Island.

If you want to make changes in information you provided, click "Back" button on your browser or mobile device.

If at any point you would like to withdraw your application, click "Withdraw Application" within your Candidate Home account. If you would like your data purged from our records, you can purge your record by clicking the "Delete My Information" button in Candidate Home.