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III-23

prospective employee also certifies that all the information given in the

Employment Application is true.

Determination by the Company that misleading, inaccurate, or incomplete

information has been provided on the Employment Application may result in

immediate termination, other disciplinary action, or a decision not to employ the

individual. Employees who are aware that incorrect or incomplete information was

provided when they completed the Employment Application are encouraged to

notify their supervisors immediately. In addition, each employee is expected to

report anything which arises after employment begins which reflects a change in

the information provided on the Employment Application or which renders any

information given on the Employment Application misleading, inaccurate or

incomplete.

Motor Vehicle Record (MVR) Inquiry: Employees expected to drive Company

vehicles will provide the Company with current and acceptable motor vehicle

driving information. Employment and assignment will be conditional pending the

receipt of a satisfactory report from the State Division of Motor Vehicles.

EMPLOYMENT STATUS

When you begin work at the community, your employment status will be

classified as either regular full-time, regular part-time, regular casual,

temporary/seasonal. The definition of each classification is as follows:

1.

Regular Full-Time Employees: Employees regularly scheduled to work a

minimum of thirty-five (35) hours per week.

2.

Regular Part-Time Employees: Employees regularly scheduled to work at

least twenty (20) but less than thirty-five (35) hours per week.

3.

Regular Casual Employees: Employees scheduled to work on an

intermittent basis, as able or as needed (average less than 20 hours per

week).

4.

Temporary/Seasonal Employees: Employees scheduled to work as an

interim replacement or work a pre-determined schedule for a specified

and limited period of time. Employees working during summer or holiday

seasons are considered temporary employees.

It is possible to change your employment status from full-time to part-time or

vice-versa with the approval of the Executive Director. A status change could

affect your eligibility for the employee benefits program. For example, the amount

of awarded vacation will be adjusted per the vacation policy guidelines based on

the effective date of changing to part-time status. Ask the Executive Director for a

complete explanation.