Candidate Privacy Notice

1. Purpose & Scope

This Candidate Privacy Notice ("Notice") describes how Joyner Transportation & Logistic Services LLC ("Joyner," "we," "us," or "our") collects, uses, shares, and retains personal information about individuals who apply for employment or independent contractor positions with Joyner. This Notice applies to all recruitment and hiring activities, including applications submitted through myjoyner.com/careers, third-party job boards, staffing agencies, email, in person, or through any other channel.

This Notice supplements the Joyner Privacy Policy and controls in the event of any conflict with respect to candidate personal information.

2. Personal Information We Collect About Candidates

In connection with recruiting, evaluating, and hiring, Joyner may collect the following categories of personal information:

2.1 Identity & Contact Information

• Full legal name
• Home address, mailing address
• Phone number(s) and email address(es)
• Date of birth (where required for background screening or DOT compliance purposes)
• Government-issued identification details (driver's license number, CDL number, passport — collected for verification purposes only)
• Social Security number (collected for background check and tax purposes, with your consent, through secure channels)

2.2 Professional Background & Qualifications

• Resume, curriculum vitae, or application form
• Employment history, including previous employers, job titles, dates of employment, and reasons for leaving
• Educational background, degrees, certifications, and licenses
• Professional skills, competencies, and areas of expertise
• CDL class and endorsements, DOT medical certification, and other transportation-specific credentials
• MVR (Motor Vehicle Record) data collected through authorized screening providers

2.3 Application Materials

• Cover letters, personal statements, and portfolios
• References and reference contact information you provide
• Work samples submitted as part of the application process

2.4 Background Screening Results

• Criminal background check results, collected through Joyner's designated consumer reporting agency (CRA) with your written consent, consistent with the Fair Credit Reporting Act (FCRA) and applicable state law
• MVR (driving record) results
• Employment verification and education verification results
• Professional license and certification verification results
• Sex offender registry check results (where required by applicable law for specific roles)

2.5 Drug & Alcohol Testing Results

• Pre-employment drug and alcohol test results, collected through Joyner's designated testing provider, as required by DOT regulations (49 C.F.R. Part 382) for safety-sensitive transportation positions, and by Joyner policy for other applicable roles
• DOT drug and alcohol clearinghouse query results, for applicable CDL-required positions

2.6 Interview & Assessment Data

• Notes, evaluations, and assessments generated by Joyner interviewers and HR personnel during the hiring process
• Results of any skills assessments, driving evaluations, or pre-employment tests administered by Joyner
• Video interview recordings (where applicable and with prior notice)

2.7 Right to Work & Eligibility Documentation

• I-9 employment eligibility verification documents (collected from successful candidates prior to or upon commencement of employment, as required by federal law)
• Work authorization documentation for non-U.S. citizens, where applicable

2.8 Voluntary Self-Identification Data

• Voluntary self-identification information requested for EEOC reporting and affirmative action compliance purposes — including race/ethnicity, gender, veteran status, and disability status — where applicable. This information is voluntary and is maintained separately from your application and hiring records; it does not affect hiring decisions.

3. How We Use Candidate Personal Information

Joyner uses candidate personal information for the following purposes:

• Evaluating your qualifications, experience, and suitability for the specific position(s) you have applied for
• Communicating with you about your application, interview scheduling, and hiring decisions
• Conducting background checks, reference checks, MVR checks, drug and alcohol testing, and credential verification, as required for the position and as authorized by you
• Verifying your identity and eligibility to work in the United States
• Complying with applicable federal and state employment laws, including EEOC recordkeeping, FCRA adverse action procedures, DOT drug and alcohol testing requirements, and I-9 verification
• Considering you for other open positions at Joyner for which you may be qualified, where you have consented to such consideration
• Maintaining records of the hiring process for legal compliance and audit purposes
• Defending against legal claims related to the hiring process

4. How We Share Candidate Personal Information

Joyner may share candidate personal information with the following categories of recipients, solely for the purposes described above:

• Joyner personnel: Hiring managers, HR personnel, and other employees involved in the recruitment and hiring process, on a need-to-know basis
• Background check providers: Consumer reporting agencies (CRAs) and background screening vendors authorized to conduct checks on Joyner's behalf
• Drug & alcohol testing providers: Certified collection sites and medical review officers (MROs) authorized to conduct testing on Joyner's behalf
• Reference contacts: Persons you have identified as professional references
• Employment verification services: Services used to verify employment history and educational credentials
• Government agencies: Federal and state agencies as required by law (e.g., USCIS for I-9 verification, DOT drug and alcohol clearinghouse, EEOC)
• Legal and compliance advisors: Joyner's attorneys and compliance consultants, under appropriate confidentiality obligations

Joyner does not sell candidate personal information to third parties and does not share it for marketing purposes.

5. FCRA Disclosures — Background Checks

Where Joyner obtains a consumer report (background check) about you from a consumer reporting agency in connection with your application, Joyner will: (a) provide you with a separate written disclosure that a consumer report may be obtained for employment purposes; (b) obtain your written authorization before procuring the report; and (c) follow the FCRA's pre-adverse action and adverse action notice procedures if information in the report is a factor in an adverse employment decision. You have the right to obtain a copy of any consumer report used in an adverse decision and to dispute inaccurate information directly with the CRA.

6. Retention of Candidate Information

• Candidates who are hired: Personal information collected during the hiring process becomes part of the employee or contractor record and is retained in accordance with Joyner's Data Retention Policy and applicable employment law.
• Candidates who are not hired: Application materials and hiring process records are retained for a minimum of one (1) year from the date of the final hiring decision (or longer if required by applicable law, including EEOC recordkeeping requirements of one to two years depending on employer size), after which they are securely deleted or anonymized.
• DOT drug and alcohol records: Retained for the periods specified by 49 C.F.R. Part 382 (five years for positive tests and refusals; one year for negative results).

7. Your Rights as a Candidate

Depending on your location and applicable law, you may have the following rights with respect to personal information Joyner holds about you as a candidate:

• Access: The right to request a copy of the personal information Joyner holds about you
• Correction: The right to request correction of inaccurate personal information
• Deletion: The right to request deletion of your personal information, subject to applicable legal retention obligations
• Opt-out of future consideration: The right to request that Joyner not consider you for future open positions

To exercise any of these rights, contact hr@myjoyner.com with your name, the position(s) you applied for, and a description of your request. Joyner will respond within the timeframe required by applicable law.

8. California Candidate Rights (CCPA/CPRA)

California candidates have additional rights under the California Consumer Privacy Act (CCPA) as amended by the California Privacy Rights Act (CPRA). Joyner does not sell or share (for cross-context behavioral advertising purposes) candidate personal information. California candidates have the right to know what personal information has been collected, the right to delete personal information (subject to legal exceptions), the right to correct inaccurate personal information, and the right to opt out of the sale or sharing of personal information (not applicable here, as Joyner does not sell or share candidate data). To exercise California privacy rights, contact privacy@myjoyner.com.

9. Security

Joyner implements reasonable administrative, technical, and physical safeguards to protect candidate personal information from unauthorized access, use, disclosure, alteration, or destruction. Sensitive personal information — including Social Security numbers, background check results, and drug test results — is handled through secure, access-controlled systems and processes. Despite these safeguards, no system is completely secure, and Joyner cannot guarantee the absolute security of candidate information.

10. Contact

Candidate privacy inquiries: hr@myjoyner.com | Joyner Transportation & Logistic Services LLC | Atlanta, Georgia.