Hiring Policies Regarding Individuals with Convictions

The existence of a criminal record does not automatically bar an applicant from employment. In determining how a conviction affects an applicant's employability, Intel considers:

• Nature and gravity of the conviction
• Time elapsed since the conviction
• Nature of the job in question

Intel also conducts an individualized assessment by informing the applicant that they may be excluded due to a prior conviction. We consider relevant information about the conviction, provided by the applicant. This information includes, but is not limited to:

• The circumstances surrounding the conviction
• The number of offenses that resulted in a conviction
• The age of the applicant at the time the offense was committed
• The length and consistency of employment or education since the conviction
• Other rehabilitation efforts