Throughout the course of your employment, an employee is free to leave your employment at any time, for any reason. An employer/recruiter reserve a similar right to end the employment relationship, or change an employee’s position, title, job responsibilities, or compensation, at any time, with or without advance notice, for any reason or for no reason, and with or without cause. This is called “employment at will” and no one other than the President or Chief Executive Officer has the authority to alter this arrangement, to enter into an agreement for employment for a specified period of time, or to make any agreement concerning the terms of your employment that is contrary to this policy. Furthermore, such an agreement must be in writing and must be signed by both employee and the President or Chief Executive Officer.
Exempt employees are employees whose duties and responsibilities are primarily of a managerial, professional, and/or administrative nature and whose pay is such that they are exempt from state and federal law overtime laws. Such employees are not required to keep a time record.
Non-exempt employees are employees whose duties and responsibilities are primarily secretarial /clerical and technical such as construction labor, customer service, general repairs, and club operations service employees. The recruitING Company is required to pay such employees overtime in accordance with state and federal laws and these employees are required to keep a time record of all hours worked for payroll purposes.
Full-time employees are defined as those employees who are hired to work on a regular basis for a minimum of 40 or more hours per week. They are eligible for most employer-sponsored benefits.
Part-time employees are defined as those employees who are hired to work on a regular basis for less than 30 hours per week. They are eligible for employer-sponsored benefits only as provided in this Employee Handbook.
On-call employees are defined as those employees who are not scheduled regularly. They work only as needed and as called in. On-call employees are not eligible for mos employer-sponsored benefits.
These are employees who hold jobs of limited duration arising out of special projects, seasonal needs, abnormal workloads, or emergencies. An employee cannot change from temporary status unless specifically informed of such a change in writing. Temporary employees are not eligible for any employer-sponsored benefits.
Because of the type of businesses we operate, other classifications may occur, i.e., pieceworkers, commission salespeople and independent contractors.
The following factors are considered in determining whether a non-exempt employee’s on-call time is compensable:
- The degree to which the non-exempt employee is free to engage in personal activities;
- Any excessive geographical limitations associated with the on-call time;
- Any on-premises living requirement;
- The number of calls and whether the frequency is unduly restrictive;
- Any fixed time limit for the response that is restrictive;
- The ability of on-call employees to trade on-call responsibilities with other employees;
- Whether the employee actually engages in personal activities during the on-call time.