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  We see no problem with the language of the California disclaimer, but we see significant problems with its placement.  Had Starbucks included the California disclaimer immediately following the convictions question, Starbucks would have been entitled to a summary judgment in its favor on the reasonableness of the employment application. (See, e.g., Sanchez v. Bally's Total Fitness Corp. (1998) 68 Cal.App.4th 62 [79 Cal. Rptr. 2d 902] [release clause in health club agreement clear and unambiguous as a matter of law]; Haynes v. Farmers Ins. Exchange (2004) 32 Cal.4th 1198, 1204 [13 Cal. Rptr. 3d 68, 89 P.3d 381] [to ...