THE LAW
Equal Employment Opportunity is
Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations
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Applicants to and employees of most private employers, state and local governments, educational institutions,
employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:
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RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Title VII of the Civil Rights Act of 1964, as amended, protects applicants and
employees from discrimination in hiring, promotion, discharge, pay, fringe benefits,
job training, classification, referral, and other aspects of employment, on the basis
of race, color, religion, sex (including pregnancy), or national origin. Religious
discrimination includes failing to reasonably accommodate an employee’s religious
practices where the accommodation does not impose undue hardship.
DISABILITY
Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect
qualified individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and other
aspects of employment. Disability discrimination includes not making reasonable
accommodation to the known physical or mental limitations of an otherwise qualified
individual with a disability who is an applicant or employee, barring undue hardship.
AGE
The Age Discrimination in Employment Act of 1967, as amended, protects
applicants and employees 40 years of age or older from discrimination based on
age in hiring, promotion, discharge, pay, fringe benefits, job training, classification,
referral, and other aspects of employment.
SEX (WAGES)
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as
amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in
the payment of wages to women and men performing substantially equal work,
in jobs that require equal skill, effort, and responsibility, under similar working
conditions, in the same establishment.
GENETICS
Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants
and employees from discrimination based on genetic information in hiring,
promotion, discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. GINA also restricts employers’ acquisition of genetic
information and strictly limits disclosure of genetic information. Genetic information
includes information about genetic tests of applicants, employees, or their family
members; the manifestation of diseases or disorders in family members (family
medical history); and requests for or receipt of genetic services by applicants,
employees, or their family members.
RETALIATION
All of these Federal laws prohibit covered entities from retaliating against a
person who files a charge of discrimination, participates in a discrimination
proceeding, or other wise opposes an unlawful employment practice.
WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED
There are strict time limits for filing charges of employment discrimination. To
preserve the ability of EEOC to act on your behalf and to protect your right to file a
private lawsuit, should you ultimately need to, you should contact EEOC promptly
when discrimination is suspected:
The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000
(toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing
impairments). EEOC field office information is available at www.eeoc.gov or
in most telephone directories in the U.S. Government or Federal Government
section. Additional information about EEOC, including information about charge
filing, is available at www.eeoc.gov.
 Employers Holding Federal Contracts or Subcontracts
Applicants to and employees of companies with a Federal government contract or subcontract
are protected under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Executive Order 11246, as amended, prohibits job discrimination on the basis
of race, color, religion, sex or national origin, and requires affirmative action to
ensure equality of opportunity in all aspects of employment.
INDIVIDUALS WITH DISABILITIES
Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified
individuals from discrimination on the basis of disability in hiring, promotion,
discharge, pay, fringe benefits, job training, classification, referral, and
other aspects of employment. Disability discrimination includes not making
reasonable accommodation to the known physical or mental limitations of an
otherwise qualified individual with a disability who is an applicant or employee,
barring undue hardship. Section 503 also requires that Federal contractors take
affirmative action to employ and advance in employment qualified individuals
with disabilities at all levels of employment, including the executive level.
DISABLED, RECENTLY SEPARATED, OTHER PROTECTED,
AND ARMED FORCES SERVICE MEDAL VETERANS
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38
U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ
and advance in employment disabled veterans, recently separated veterans (within
three years of discharge or release from active duty), other protected veterans
(veterans who served during a war or in a campaign or expedition for which a
campaign badge has been authorized), and Armed Forces service medal veterans
(veterans who, while on active duty, participated in a U.S. military operation for
which an Armed Forces service medal was awarded).
RETALIATION
Retaliation is prohibited against a person who files a complaint of discrimination,
participates in an OFCCP proceeding, or otherwise opposes discrimination
under these Federal laws.
Any person who believes a contractor has violated its nondiscrimination or
affirmative action obligations under the authorities above should contact
immediately:
The Office of Federal Contract Compliance Programs (OFCCP), U.S.
Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C.
20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be
contacted by e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional
or district office, listed in most telephone directories under U.S. Government,
Department of Labor.

Programs or Activities Receiving Federal Financial Assistance

RACE, COLOR, NATIONAL ORIGIN, SEX
In addition to the protections of Title VII of the Civil Rights Act of 1964, as
amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits
discrimination on the basis of race, color or national origin in programs or
activities receiving Federal financial assistance. Employment discrimination
is covered by Title VI if the primary objective of the financial assistance is
provision of employment, or where employment discrimination causes or may
cause discrimination in providing services under such programs. Title IX of the
Education Amendments of 1972 prohibits employment discrimination on the
basis of sex in educational programs or activities which receive Federal financial
assistance.
INDIVIDUALS WITH DISABILITIES
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment
discrimination on the basis of disability in any program or activity which receives
Federal financial assistance. Discrimination is prohibited in all aspects of
employment against persons with disabilities who, with or without reasonable
accommodation, can perform the essential functions of the job.
If you believe you have been discriminated against in a program of any
institution which receives Federal financial assistance, you should immediately
contact the Federal agency providing such assistance.

EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09)
 APPLICATION FOR EMPLOYMENT

WELCOME TO NRA
THE NATIONAL RIFLE ASSOCIATION OF AMERICA IS AN EQUAL OPPORTUNITY EMPLOYER (WOMEN/VETERANS/ MINORITIES/DISABLED),
AND IN ACCORDANCE WITH APPLICABLE FEDERAL AND VIRGINIA LAWS, DO NOT DISCRIMINATE IN RECRUITMENT, EMPLOYMENT,
PROMOTION, TRAINING OR ANY OTHER JOB-RELATED MATTERS. IF YOU NEED AN ACCOMMODATION AT THIS, OR ANY OTHER STAGE OF
THE RECRUITMENT PROCESS, PLEASE CALL HUMAN RESOURCES AT 703.267.1260.

WE APPRECIATE YOUR INTEREST IN THE NATIONAL RIFLE ASSOCIATION OF AMERICA AND THE TIME YOU WILL TAKE TO PREPARE THIS
APPLICATION. PLEASE COMPLETE ALL SECTIONS OF THE APPLICATION IN INK, GIVING COMPLETE ANSWERS TO THE QUESTIONS WHICH
APPLY TO YOU. SALARY INFORMATION MUST BE INCLUDED.

PLEASE PRINT

NAME: _______________________________________________________________ HOME PHONE: ______________________

Last First M.I.
CELL PHONE : ______________________
ADDRESS: ____________________________________________________________
May we contact you during the day?

______________________________________________________________________  YES  NO

HAVE YOU EVER BEEN EMPLOYED BY NRA BEFORE? DATE AVAILABLE

 NO
 YES IF YES, WHEN?
ARE YOU WILLING TO PERFORM ARE YOU ABLE TO WORK OVERTIME IF
SALARY
BUSINESS TRAVEL? REQUIRED?
DESIRED
 NO  YES  NO  YES

POSITION INTERESTED IN : ___________________________________________________________________________________

HOW DID YOU HEAR OF THIS POSITION? _______________________________________________________________________

LIST ANY FRIEND OR RELATIVES

WHO WORK AT NRA. _________________________________________________________________________________________

THE NATIONAL RIFLE ASSOCIATION WILL HIRE ONLY U.S. CITIZENS AND ALIENS LAWFULLY AUTHORIZED TO WORK IN THE U.S. ALL NEW
EMPLOYEES ARE REQUIRED TO COMPLETE VERIFICATION FORMS (I-9 IMMIGRATION & NATURALIZATION SERVICE) TO VERIFY
ELIGIBILITY FOR EMPLOYMENT IN THE U.S.

ARE YOU AUTHORIZED TO WORK IN THE U.S.?  NO  YES

EDUCATION/TRAINING BACKGROUND:
TYPE OF SCHOOL NAME & LOCATION # YEARS COMPLETED? MAJOR STUDIES
DID YOU GRADUATE?
DEGREE TYPE?
HIGH SCHOOL

COLLEGE

BUSINESS
SECRETARIAL

POSTGRADUATE

OTHER

LIST RELEVANT SPECIALIZED TRAINING, CERTIFICATES, ACCREDITATION OR LICENSES:

_____________________________________________________________________________________________________________

_____________________________________________________________________________________________________________

_____________________________________________________________________________________________________________

LIST RECENT JOB RELEVANT STUDENT ACTIVITIES AND WHAT OFFICES HELD, IF ANY?

_____________________________________________________________________________________________________________

_____________________________________________________________________________________________________________

_____________________________________________________________________________________________________________

INDICATE THE TYPES OF OFFICE EQUIPMENT WITH WHICH YOU HAVE EXPERIENCE:

LIST THE TYPES OF COMPUTER SOFTWARE APPLICATIONS WITH WHICH YOU HAVE EXPERIENCE. INDICATE YOUR LEVEL
OF PROFICIENCY FOR EACH:
EMPLOYMENT RECORD

LIST PRESENT OR MOST RECENT POSITION FIRST, THEN NEXT RECENT, ETC. PLEASE ACCOUNT FOR ALL TIME PERIODS.
DESCRIBE YOUR DUTIES
NAME AND
ADDRESS
OF FIRM

TYPE OF
PHONE#
BUSINESS

YOUR TITLE YOUR DEPARTMENT

DATES
FROM TO LAST SALARY DID YOU RESIGN? YES  NO
(MM/YY)

NAME AND REASON FOR LEAVING

TITLE OF
SUPERVISOR
DESCRIBE YOUR DUTIES
NAME AND
ADDRESS
OF FIRM

TYPE OF
PHONE#
BUSINESS

YOUR TITLE YOUR DEPARTMENT

DATES
FROM TO LAST SALARY DID YOU RESIGN? YES  NO
(MM/YY)

NAME AND REASON FOR LEAVING

TITLE OF
SUPERVISOR
DESCRIBE YOUR DUTIES
NAME AND
ADDRESS
OF FIRM

TYPE OF
PHONE#
BUSINESS

YOUR TITLE YOUR DEPARTMENT

DATES
FROM TO LAST SALARY DID YOU RESIGN? YES  NO
(MM/YY)

NAME AND REASON FOR LEAVING

TITLE OF
SUPERVISOR
DESCRIBE YOUR DUTIES
NAME AND
ADDRESS
OF FIRM

TYPE OF
PHONE#
BUSINESS

YOUR TITLE YOUR DEPARTMENT

DATES
FROM TO LAST SALARY DID YOU RESIGN? YES  NO
(MM/YY)
NAME AND REASON FOR LEAVING
TITLE OF
SUPERVISOR
 LIST EMPLOYMENT NOT SHOWN ABOVE OR ANY CIVIC, NRA OR OTHER ORGANIZATIONAL ACTIVITIES.

FROM DATE TO DATE NAME AND ADDRESS OF COMPANY OR ACTIVITY POSITION HELD SALARY IF ANY

CRIMINAL RECORD
DISCLOSURE OF A CRIMINAL RECORD DOES NOT AUTOMATICALLY DISQUALIFY YOU FROM EMPLOYMENT
CONSIDERATION. YOUR CASE WILL BE JUDGED ON ITS OWN MERITS. HOWEVER, FALSIFICATION OF YOUR RECORD WILL
RESULT IN IMMEDIATE DISMISSAL IF DISCOVERED SUBSEQUENT TO HIRE.
HAVE YOU EVER BEEN CONVICTED OF A CRIMINAL OFFENSE OTHER THAN A MINOR TRAFFIC VIOLATION? YES NO
COMMENTS:

REFERENCES
PLEASE PROVIDE AT LEAST THREE (3) ADDITIONAL BUSINESS/PROFESSIONAL REFERENCES WHO ARE NOT MEMBERS OF
YOUR FAMILY.

NAME PHONE NUMBER

COMPANY POSITION

WORKING RELATIONSHIP (PEER, SUPERVISOR, SUBORDINATE)

NAME PHONE NUMBER

COMPANY POSITION

WORKING RELATIONSHIP (PEER, SUPERVISOR, SUBORDINATE)

NAME PHONE NUMBER

COMPANY POSITION

WORKING RELATIONSHIP (PEER, SUPERVISOR, SUBORDINATE)

PLEASE READ THE FOLLOWING CAREFULLY, AND INDICATE YOUR CONCURRENCE BY SIGNING BELOW
I understand that this application does not constitute an expressed or implied contract of employment.
If offered employment, I understand and acknowledge that the NRA is an “at-will” employer. Either the Association or I may terminate the
employee/employer relationship at any time, with or without cause or notice.
I represent, warrant and certify that I am not prohibited by any federal, state, or local law, ordinances, or regulation from possessing, purchasing, using,
or having access to firearms and/or ammunition.
I authorize investigation of all statements contained in this application by NRA or third parties hired by NRA. I understand that misrepresentation
(including omission of facts constituting misrepresentation or fraud) will be sufficient cause for discontinuing consideration of employment, or for
dismissal should I have been hired prior to discovery of such misrepresentation.
I understand that no representative of the NRA other than the EVP or Human Resources has any authority to make job offers or enter into any
agreement, including pay or salary level, with the NRA. I further understand that this entire statement applies to the entire period before, during and after
I may be employed.

____________________________________ ________________
Signature Date
 AUTHORIZATION AND RELEASE

I hereby authorize and consent for the National Rifle Association, NRA, and third parties hired by
NRA, to verify my educational records and to secure transcripts of that record, if so desired, to make
inquiries of former employers as to my job performance, and to inquire of references as to my
qualifications and desirability as an employee, to verify my criminal record, and I hereby release any
person, educational body, former employer and given reference from any and all claims of whatever
nature that I might have as a result of a response given to inquiries by the National Rifle Association.

I specifically understand and agree that this authorization and release shall remain in effect before,
during and after any employment with the NRA.

_____________________________________ ___________________________
APPLICANT NAME (Print) SOCIAL SECURITY NUMBER

___________________________________________ ______________________
APPLICANT SIGNATURE DATE
 Affirmative Action Invitation to Self Identify

The National Rifle Association is an Equal Opportunity Employer. As required by law, we must record certain
information to be made part of our Affirmative Action Program.

Applicants for employment are also invited to participate in the Affirmative Action Program by reporting their
status as disabled, disabled veteran, veteran of the Vietnam era or other minority. In extending this invitation
you are also advised that: (a) workers (applicants) are under no obligation to respond, but may do so in the
future if they choose; (b) responses will remain confidential within the Human Resources Department; and (c)
responses will be used only for the necessary information to include in our Affirmative Action Program. We are
an organization that values diversity. We actively encourage women and minorities to apply. Refusal to provide
this information will have no bearing on your application and will not subject you to any adverse treatment.

Section 1: General Applicant Information

Name:
Date:
Position Applied For:

Section 2: Please read definitions; click the box for your answer
Voluntary Self-Identification of Gender
MALE
FEMALE
I DON’T WISH TO ANSWER

Voluntary Self-Identification of Race or Ethnic Identity

HISPANIC OR LATINO
WHITE (not Hispanic or Latino)
BLACK OR AFRICAN AMERICAN (not Hispanic or Latino)
NATIVE HAWAIIAN OR OTHER PACIFIC ISLANDER (not Hispanic or Latino)
ASIAN (not Hispanic or Latino)
AMERICAN INDIAN OR ALASKAN NATIVE (not Hispanic or Latino)
TWO OR MORE RACES (not Hispanic or Latino)
I DON’T WISH TO SELF-INDENTIFY

EEO Race or Ethnic Identity Definitions

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.

Voluntary Self-Identification of Veteran Status

This employer 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 affirmative action to employ and advance in employment: (1) disabled
veterans; (2) recently separated veterans; (3) active duty wartime or campaign badge veterans; and (4) Armed
Forces service medal veterans. These classifications are defined as follows:

1. A “disabled veteran” is one of the following:

o 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
o a person who was discharged or released from active duty because of a service-connected
disability.
2. 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.
3. 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.
4. 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.

Protected veterans may have additional rights under USERRA—the Uniformed Services Employment and
Reemployment Rights Act. In particular, if you were absent from employment in order to perform service in the
uniformed service, you may be entitled to be reemployed by your employer in the position you would have
obtained with reasonable certainty if not for the absence due to service. For more information, call the U.S.
Department of Labor's Veterans Employment and Training Service (VETS), toll-free, at 1-866-4-USA-DOL.

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.

I IDENTIFY AS ONE OR MORE OF THE CLASSIFICATIONS OF PROTECTED VETERAN LISTED ABOVE

I AM NOT A PROTECTED VETERAN