• Our Commitment

    Huron River Watershed Council is committed to diversity and inclusion within the workplace. We are committed to prohibiting discrimination against volunteers, clients, and applicants on the basis of race, ethnicity, religion, sex, gender, marital status, sexual orientation, national origin, physical or mental handicap/disability, social economic class, ethical values and/or political beliefs.
  • Application

    This application lists basic criteria for all positions within HRWC. Please see the related job posting for a list of specific job-related requirements.
  • Criminal History

    By completing an application for any open position at the Huron River Watershed Council, you are consenting to a criminal background check if you are a finalist for the position. If an applicant has a criminal record this does not immediately preclude employment. Results may prompt a conversation between appropriate HRWC staff and you (the applicant.) More details below.
  • If you are applying for Temporary/Seasonal Work:

  • Background Checks:

    All offers of employment will be contingent on the successful completion of a background check. The specific elements to be included in the background check will vary based on the position, but may include previous employment references, education verification, social security traces, driving record checks, credit history checks and criminal background checks. By completing an application for any open position at the Huron River Watershed Council, you are consenting to a criminal background check. If an applicant has a criminal record this does not immediately preclude employment. Results of check may prompt a conversation between appropriate HRWC staff and the applicant. When a criminal record exists, HRWC will consider multiple factors related to a conviction when making its hiring decision. These factors include but are not limited to: (1) The nature and gravity of the offense or conduct for which the individual was convicted; (2) The time that has passed since the offense or conduct and/or completion of the sentence; (3) The nature of the job sought; (4) The facts or circumstances surrounding the offense or conduct; 5) The number of offenses for which the individual was convicted; (6) Age at the time of conviction, or release from prison; (7) Evidence that the individual performed the same type of work post-conviction, with another employer, with no known incidents of criminal conduct; (8) The length and consistency of employment history before and after the offense or conduct; (9) Rehabilitation efforts; (1 0) Employment or character references and any other information regarding fitness for the particular position; and (11) Whether the individual is bonded under a federal, state or local bonding program.
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