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EMPLOYEE MANUAL

STATEMENT OF PURPOSE.  The Association has prepared this manual to provide you with an overview of our policies, benefits and rules.  It is intended to familiarize you with important information about the Association, as well as information regarding your own privileges and responsibilities.  Although this is not a contract, it is important that you read, understand and follow the provisions of the manual, as it may be amended from time to time by the Association.  The Association reserves the right to change or revise policies and procedures described in this manual, without notice, whenever the Association determines that such action is warranted.

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NEW HIRES

ORIENTATION PERIOD.  New employees are introductory employees for the first three (3) months of employment.  During this period, you will not earn certain benefits, such as vacation, sick pay, or health insurance.  Successful completion of your orientation period is not a guarantee of continued employment.  During your orientation period and during the entire course of your employment you will be an at-will employee.  The Association may extend the duration of the orientation period one or more times if, in its sole and absolute discretion, it determines that such an extension is appropriate.

EMPLOYMENT STATUS.  There are four types of employees at The Association.  Your employment status is one of the following:

1.                  Introductory Employees.  Employees who have not yet completed the introductory period.

2.                  Regular Full-Time Employees.  Employees who have completed their introductory period and work 40 hours or more per week.

3.                  Regular Part-Time Employees.  Employees who have completed their introductory period and work less than 40 hours per week.

4.                  Temporary Employees.  Employees who are hired for a specific period or specific project, and who are not considered regular full-time employees.

DRUG SCREEN.  Each employee is required to take a pre-employment drug screen after receiving an offer of employment and before beginning their first day of work.  Every offer of employment is contingent upon the results of the drug screen.

JOB DUTIES.  Your supervisor will explain your job duties to you.  Your responsibilities may change from time to time and you may be asked to work on special projects or to assist with other work in other departments.  In general, your work duties are not fixed and you will be expected to do whatever work your supervisor assigns to you.

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PAYROLL

PAYCHECKS.  You will be paid every two weeks on the Wednesday following the last week of the pay period.  You may pick up your paycheck after 12:00 pm in the management office on each payday.  If you want someone else to pick up your paycheck you must send a written note authorizing us to release your check to the person you designate.  If you want your check mailed to you, contact the management office.  If you have any questions about your check, please ask the On-Site Manager.

PAYROLL DEDUCTIONS.  State and federal payroll taxes will be withheld from your paycheck in accordance with state and federal law.  These deductions include state and federal income tax, social security and Medicare taxes and state disability taxes or insurance.

W-4 FORMS.  You will be asked to complete a W-4 form prior to receiving your first paycheck.  If you change your dependent, marital status, address, or name, you must complete a new W-4 form.

I-9 FORMS.  After you are hired, you will be required to fill out an "I-9 Form" regarding your immigration status in the United States .  If you cannot demonstrate that you are legally permitted to work, your employment will be terminated.

LOANS.  The Association does not provide any payroll advances or extend credit to employees.

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PERSONNEL RECORDS

INSPECTION.  The Association keeps a personnel file on each employee.  The contents of your file, except for letters of reference, and certain other limited kinds of information, are open for your inspection at reasonable times and at reasonable intervals at your request.  You may make copies of certain papers in your file.  Call the On-Site Manager if you wish to see or copy your personnel file.

CHANGES.  Should you have any personal changes such as address, phone number, marital status, or changes in the number of your dependents, you must inform your supervisor or the On-Site Manager in writing so our records and your benefits are kept up to date.

CONFIDENTIAL.  The Association will keep your personnel records private.  However, there are certain times when information may be given to persons outside the Association.  These are: (i) in response to a subpoena, court order, or order of an administrative agency; (ii) in a lawsuit, grievance, or arbitration in which you and the Association are parties; (iii) to administer employee benefit plans; (iv) to a health care provider; and (v) to a prospective employer or other person requesting a verification of your employment.  Records will be given to a prospective employer only (i) if you give us a written release allowing us to give out information, or (ii) we are providing only the dates of your employment, your last or present job title, and the fact of your employment.

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SCHEDULING

WORK SCHEDULES.  Shift schedules and overtime are set by management for the smooth operation of the Association.  Shift schedules are not guaranteed and are subject to change.  The Association will attempt to schedule around school schedules or second jobs but is not obligated to do so.  Work schedules and overtime are at the convenience of the Association and take priority over school schedules and second jobs.

OVERTIME.  Overtime cannot be worked unless requested and approved in advance by your supervisor.  You will be paid for overtime at one and one-half (1/2) times your regular rate of pay for all hours worked in excess of eight hours up to and including 12 hours in any one workday.  You will be paid double time for all hours worked in excess of 12 hours in any one day.  Our work week begins at 12:01 a.m. on Sunday and concludes at midnight on Saturday.

GRAVEYARD SHIFT.  When scheduled to work the graveyard shift, the time worked will be charged to the day the shift began.

EXEMPT EMPLOYEES.  Exempt employees may have to work hours beyond their normal schedules as work demands require.  No overtime compensation will be paid to exempt employees however compensatory time off may be given.

ATTENDANCE.  If a situation arises which makes it impossible for you to report to work, you must contact a supervisor at least 4 hours in advance of your shift reporting time, or as soon as you become aware that you will be absent.  If you are unable to reach a manager, call the Management Office and leave a message.  This message should include: (i) your name and department, (ii) the time you were scheduled to be a work, (iii) reason for not being able to report, (iv) when you expect to be in, and (v) a phone number where you can be reached.  NOTE:  Do not depend on friends, relatives or co-workers to report your absences for you.

MOONLIGHTING AND OUTSIDE JOBS.  We have no desire to rule your activities outside your working hours as long as they do not affect attendance, efficiency, or the Association's reputation in the community.  If your outside employment begins to affect the Association or your performance, it must be discontinued.  If you work for residents of the Association you must do in ONLY on your time.  Anyone doing "outside" work on Association time is subject to immediate termination.  Furthermore, if you do any work for owners or residents of the Association, you must get a signed release from them releasing the Association of any liability associated with your work.  Failure to do so can result in disciplinary action.

TIME CARDS.  All hourly employees must complete time cards for their time worked.  You are not to clock in earlier than 5 minutes before the start of your shift and you must be in uniform.  You are not to clock in or out for other employees.  Violation of this rule can result in immediate termination for both employees.

TARDINESS.  You are expected to be in uniform and ready to work when you clock in.  Incidents of tardiness or leaving work early will result in disciplinary action, including possible discharge.

BREAKS.  Employees are allowed to take two 10-minute breaks during an eight (8) hour shift.  The breaks must be scheduled with your supervisor and they cannot be taken together as a twenty minute break nor can they be added to your meal break.  If a break is taken, it should be approximately midpoint in your first four hours and then again approximately midpoint in your second four hours.  Your supervisor will tell you when and where you can take your breaks.

MEAL PERIODS.  When you are employed for a work period of more than five hours, you are entitled to a thirty (30) minute meal period.  Meals can be eaten in the Recreation building where tables and chairs are provided.  Your meal period should be shown on your time card.  Meal periods must be scheduled with your supervisor.

EMPLOYEE MEETINGS.  If you are required to attend a meeting on your day off or after you have completed your shift, you will be paid in accordance with the overtime policy as outlined earlier.

UNIFORMS.  The Association provides uniforms to all employees who are required to wear uniforms as a condition of employment. All employees must be in proper uniform at all times while on duty. Association uniforms must not be worn while working for individual owners or residents.

SHOES.  Thongs, sandals and platform shoes are not acceptable footwear while on duty.

JEWELRY.  On-duty employees cannot wear emblems, badges, buttons, jewelry or ornaments with messages of any kind.

GROOMING.  Hygiene and grooming are important to you as an individual as well as to the Association and your fellow employees.  You are expected to shower or bathe daily.  Beards and goatees are not permitted.  Moustaches are permitted provide they are neatly trimmed, are not of extreme style and do not extend below the upper lip.  Sideburns may not extend below the middle of the ear.  The On-Site Manager has final say on disagreements or opinions concerning the definition of "extreme style."

COURTESY.  Use of profane or abusive language is prohibited.  In conversations with members, guests and fellow employees, you should always maintain a courteous and respectful attitude.  You should always address a resident or guest as "Mr.," "Mrs." or
"Miss."  If you do not know a resident's name, use "Sir" or "Madam." Use a courteous greeting such as "Good Morning" or "Good Evening."

SMOKING.  Smoking on Association property is prohibited whether you are on duty or off duty.

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PERSONAL BUSINESS

PERSONAL BUSINESS.  All personal business must be conducted before or after work, not during work.  You are not to use the Association address fo