25 / 82
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.