HHHunt Senior Living Employee Handbook

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. 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. EMPLOYMENT STATUS

III-23