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 Application for Employment 

Rudolph West, LLC, dba Rudolph Mazda West 

(herein, “Rudolph Mazda West”) 

Selection Criteria: To be hired by Rudolph Mazda West, you must be qualified and able to do all essential functions of the job, references must be favorable, job history (as stated on this application) must be verifiable, former employers must confirm your experience, skills and dependability, you must be truthful on the application and in the interviews conducted by and for Rudolph Mazda West and all such information must be verifiable, driving and credit history must be acceptable, you must pass required medical testing, which may include drug testing dependent on the position you are applying for and seek to obtain, any claims for monetary damages you have made while represented by an attorney must be deemed reasonable and justifiable, you must be truthful in any “post” job offer inquiries about your health, worker’s compensation history and medical suitability for this job, and you must meet all selection standards mandated by law. APPLICANTS ARE CONSIDERED FOR ALL POSITIONS WITHOUT REGARD TO RACE, RELIGION, SEX, NATIONAL ORIGIN, AGE, MARITAL OR VETERAN STATUS, THE PRESENCE OF A NON-JOB-RELATED MEDICAL CONDITION OR DISABILITY, OR ANY OTHER LEGALLY PROTECTED STATUS. NO APPLICATION WILL BE CONSIDERED UNLESS ALL INFORMATION REQUESTED ON THIS FORM IS COMPLETED IN FULL.

If hired, can you furnish proof that you are at least 18 years of age?
Are you eligible to work in the US?
Have you worked for Rudolph Chevrolet or any other Rudolph entity before? If yes, include on the Employment History.
Do you have friends or relatives working here?
Do you have a driver’s license?
Is it valid and current?
Have you been licensed for more than 3 years?
Have you been convicted of, or pleaded no contest to a traffic violation of any kind within the last FIVE years?
Has your driver’s license ever been suspended?



List all of your employers for the past seven (7) years beginning with your present or last employer. Account for ALL periods of time including military service and any period of unemployment or self-employment. Include part-time and temporary jobs. When providing your ‘Reason for Leaving’, indicate if you resigned, were laid-off or terminated, or the company closed. Provide details. 

Have you ever been terminated or asked to resign from any job?
If currently employed, may we contact your employer for a reference?


In answering the following questions, do not include minor traffic infractions or any convictions for which the record has been sealed, expunged, or judicially dismissed. A conviction record will not necessarily be a bar to employment. Factors, such as age at time of the offense, seriousness and nature of the violation, and rehabilitation, will be considered. Falsifying or omitting information on this application may be grounds to deny or terminate your employment. 

Have you ever pled guilty or no contest to, or been convicted of, a misdemeanor or felony?
Have you ever pled guilty or no contest to a criminal charge in order to qualify for deferred adjudication?
Have you ever been on any type of probation and/or supervised release as a result of a criminal charge?
Have you ever been charged with DWI or DUI?
Have you ever used an attorney to handle a claim, seek monetary damages or file a lawsuit?


Rudolph Mazda West is a drug-free workplace. As a condition of employment, all job applicants who are offered employment by Rudolph Mazda West must agree to take a pre-employment drug test. The cost of the test is $43.00 and is conducted by the Human Resources Department. Rudolph Mazda West requires the applicant to pay for the drug test up front. Payment must be made on the day of the drug test, which will be scheduled either by the Department Manager or the Human Resources Department. Cash or credit/debit cards are acceptable forms of payment.


Rudolph reserves the right to deny employment upon receipt of a positive confirmed drug test. An applicant may be denied employment as a result of a positive drug test; an applicant who refuses to submit to a drug test will not be offered employment.


Those applicants that are hired by Rudolph Mazda West will be refunded the $43.00 pre-employment drug test payment upon completing two months of employment. Rudolph Mazda West will reserve the right to retain the $43.00 drug test payment if an applicant is not hired based on unfavorable pre-hire results.

Do you agree to Pre-Employment Drug Testing?


In the event of my employment to a position at Rudolph Mazda West, I will comply with all rules and regulations of Rudolph Mazda West. I understand that Rudolph Mazda West reserves the right to require me to submit to a test for the presence of drugs or alcohol in my system prior to employment and at any time during my employment, to the extent permitted by law. I also understand that any offer of employment may be contingent 4 upon the passing of a physical examination. I consent to the disclosure of the results of any physical examination and related tests to Rudolph Mazda West. I also understand that I may be required to take other tests such as personality and honesty tests, prior to and during my employment. I understand that should I decline to sign this consent or take any of the above tests, my application for employment may be rejected or my employment may be terminated. I understand that bonding may be a condition of hire. If it is, I will be so advised either before or after hiring and a bond application will have to be completed. I further understand that Rudolph Mazda West may contact my previous employers. I authorize those employers to disclose to Rudolph Mazda West all records and information pertinent to my employment with them. In addition to authorizing the release of any information regarding my employment, I hereby waive any rights or claims I have or may have against my former employers, their agents, employees, and representatives, as well as other individuals who release information to Rudolph Mazda West, and release them from any and all liability, claims, or damages that may directly or indirectly result from the use, disclosure, or release of any such information by any person or party, whether such information is favorable or unfavorable to me. I further understand that as a condition of employment, I may be required to complete additional documentation which would permit Rudolph Mazda West and its designated Investigative Consumer Reporting Agency to conduct an investigation of my background, which may include inquiry into my past employment, education, and activities, including, but not limited to, credit, criminal background information and driving record. I hereby state that all the information that I have provided on this application, or any other documents completed or provided by me in connection with my application or employment, or in any interview is true and accurate. I have withheld nothing that would, if disclosed, affect this application unfavorably. I understand that if I am employed and any information provided to Rudolph Mazda West is found to be false or incomplete in any respect, I may be dismissed. I further agree and acknowledge that Rudolph Mazda West and I will utilize binding arbitration to resolve all disputes that may arise out of the employment context. Both Rudolph Mazda West and I agree that any claim, dispute, and/or controversy that either I may have against Rudolph Mazda West (or its owners, directors, officers, managers, employees, agents, and parties affiliated with its employee benefit and health plans) or Rudolph Mazda West may have against me, arising from, related to, or having any relationship or connection whatsoever with my seeking employment with, employment by, or other association with Rudolph Mazda West shall be submitted to and determined exclusively by binding arbitration. I acknowledge that Rudolph Mazda West’s business and the nature of my employment in that business affect interstate commerce. I agree that the arbitration and this agreement shall be controlled by the Federal Arbitration Act, in conformity with the procedures of the Federal Rules of Civil Procedure. Both Rudolph Mazda West and I agree that any arbitration proceeding must move forward under the Federal Arbitration Act (9 U.S.C. §§ 3-4) even though the claims may also involve or relate to parties who are not parties to the arbitration agreement and/or claims that are not subject to arbitration: thus, a court may not refuse to enforce this arbitration agreement and may not stay the arbitration proceeding despite any state statutory provision permitting such action. Included within the scope of this Agreement are all disputes, whether based on tort, contract, statute (including, but not limited to, any claims of discrimination and harassment, whether they be based on the Texas Commission on Human Rights Act, Title VII of the Civil Rights Act of 1964, as amended, or any other state or federal law or regulation), equitable law, or otherwise, with exception of claims arising under the National Labor Relations Act which are brought before the National Labor Relations Board, claims for medical and disability benefits under the Workers’ Compensation Act, and Unemployment Compensation claims filed with the state, or as otherwise required by state or federal law. However, nothing herein shall prevent me from filing and pursuing proceedings before the United States Equal Employment Opportunity Commission or equivalent State agency (although if I choose to pursue a claim following the exhaustion of such administrative remedies, that claim would be subject to the provisions of this Agreement). In addition to any other requirements imposed by law, the arbitrator selected shall be a retired federal or state trial court Judge, or otherwise qualified individual to whom the parties mutually agree and shall be subject to disqualification on the same grounds as would apply to a judge of such court. All rules of pleading, all rules of evidence, all rights to resolution of the dispute by means of motions for summary judgment, and judgment on the pleadings, shall apply and be observed. Resolution of the dispute shall be based solely upon the law governing the claims and defenses pleaded, and the arbitrator may not invoke any basis (including but not limited to, notions of "just cause") other than such controlling law. The arbitrator shall have the immunity of a judicial officer from civil liability when acting in the capacity of an arbitrator, which immunity supplements any other existing immunity. Likewise, all communications during or in connection with the arbitration proceedings are privileged. As reasonably required to allow full use and benefit of this agreement's modifications to the Act’s procedures, the arbitrator shall extend the times set by the Act for the giving of notices and setting of hearings. Awards shall include the arbitrator's written reasoned opinion. I understand and agree to this binding arbitration provision, and both Rudolph Mazda West and I give up our right to trial by jury of any claim Rudolph Mazda West or I may have against each other. If hired, I agree as follows: My employment and compensation is terminable at-will, is for no definite period, and my employment and compensation may be terminated by either Rudolph Mazda West (employer) or me at any time and for any reason whatsoever, with or without good cause. This is the entire agreement between Rudolph Mazda West and me regarding dispute resolution, the length of my employment, and the reasons for termination of employment, and this agreement supersedes any and all prior agreements regarding these issues. It is further agreed and understood that any agreement contrary to the foregoing must be entered into, in writing, by the President of Rudolph Mazda West. No supervisor or representative of Rudolph Mazda West, other than its President, has any authority to enter into any agreement for employment for any specified period of time or make any agreement contrary to the foregoing. Oral representations made before or after you are hired do not alter this Agreement. If any term or provision, or portion of this Agreement is declared void or unenforceable it shall be severed, and the remainder of this Agreement shall be enforceable. IF YOU HAVE ANY QUESTIONS REGARDING THIS STATEMENT, PLEASE ASK A COMPANY REPRESENTATIVE BEFORE SIGNING. DO NOT SIGN UNTIL YOU HAVE READ THE ABOVE STATEMENT & AGREEMENT.

Thank you! We’ll be in touch.

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