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I-9
I. COMPANY STANDARDS
EQUAL EMPLOYMENT OPPORTUNITY
HHHunt is an equal opportunity employer. As such, we do not discriminate on the
basis of race, color, religion, sex, age, national origin, disability, veteran status,
genetic information, or any other characteristic protected by law. This applies to
all areas of employment, including recruitment, application for employment, hiring,
promotion, training, transfer, demotion, layoff, recall from layoff, company
sponsored educational, social and recreational programs, benefits, compensation,
and termination.
Our continued success depends heavily on the full and effective utilization of
qualified staff. We have a continuing obligation to hire and develop the best people
we can find by basing our judgment on their job-related qualifications which is
morally right, legally required, and good for business and the residents' and
HHHunt's mutual welfare.
If an employee believes that he/she has been subject to discriminatory harassment
by a co-worker, supervisor, manager, volunteer, client or vendor, or by anyone
else during the course of his/her employment, the employee must immediately
report the incident and facts to the Executive Director. If an employee cannot go
to his/her Executive Director, or prefers not to, he/she can report any complaint
or incident to the Regional or Area Director, Sr. Vice President of Senior Living,
Human Resources, or any officer of the Company without fear of reprisal.
Retaliation against an employee by any person under the Company's control for
opposing such harassment, for filing a bona fide complaint of discriminatory
harassment, or for providing information in good faith regarding another
employee's complaint will not be tolerated.
IMMIGRATION POLICY
The Company is in compliance with the Immigration Reform and Control Act of
1986 which requires that every newly hired employee complete an I-9 Form and
verify his or her identity and eligibility to work in the United States. As a
condition of employment, each new employee must properly complete, sign and
date the first section of the Immigration and Naturalization Service Form I-9.
Substantiating documentation must be presented to the Company contact within
three (3) business days of the date employment begins. The Company will verify
documentation, sign, and date the I-9 Form.
AMERICANS WITH DISABILITIES ACT (ADA) POLICY
The Company is firmly committed to complying with the Americans with
Disabilities Act (ADA) and other federal and state legislation designed to ensure
equal employment opportunities to persons with disabilities. The Company
prohibits discrimination on the basis of disability in regard to all employment
practices or terms, conditions, and privileges of employment. Consistent with this
policy and applicable law, the Company will provide reasonable accommodations
to a qualified individual with a disability, as defined by the ADA, who has made the