Microsoft Word - 2015-4-29 HHHunt SL Handbook to Wordsprint



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. 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. 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 IMMIGRATION POLICY AMERICANS WITH DISABILITIES ACT (ADA) POLICY


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