The document summarizes sections of an employee handbook related to employment basics. It outlines policies for initial probationary periods of new employees, employment classifications including full-time, part-time, temporary and on-call. It discusses the purpose of distinguishing between part-time 1 and 2 in relation to healthcare benefits. Exempt and non-exempt employment categories are also defined in relation to overtime eligibility. Guidelines are provided for strategic scheduling, avoiding conflicts of interest when hiring relatives or employees dating, and ensuring accurate time tracking for non-exempt employees.

1. Employment Basics
Universal Employee Handbook Supervisor’s Overview
Section 2
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.

2. INITIAL PROBATIONARY PERIOD (Section 2.2)
Duration:
Six (6) months maximum
Purpose:
To evaluate your new employee’s:
• Ability to learn and perform job duties
• Quality of work
• Productivity
• Work habits
• Attitude
• Attendance and Punctuality
• Dependability
• Team fit
At Will:
Employment status remains “At Will” during and after the
probationary period. However, always work with your HR
partner if you decide to terminate at any time.
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.

3. EMPLOYMENT CLASSIFICATIONS
Full-time:
(Section 2.3)
Staff working a regular, predetermined work week
of 40 or more hours.
Part-time 1: Staff working a regular, predetermined work week
of 30-39 hours.
Part-time 2: Staff working a regular, predetermined work week
of 1-29 hours.
On-Call:
Staff working on an as needed basis.
Temporary: Staff working specific short-term periods (typically six
months or less for special projects or seasonal needs).
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.

4. PART-TIME 1 vs. PART-TIME 2 (Section 2.3)
Why are there two part-time categories?
Reason:
With the Healthcare Reform Act, we will provide
healthcare benefits to employees working 30 hours a
week or more on average beginning July 2013-2014.
Impact:
Classification Changes
Regardless of whether or not you
formally amend the classification
with your supervisor and HR
Partner, the hours worked will
predicate the obligation of
payment of benefits.
Healthcare costs continue to rise and we must be
purposeful about where our financial resources are
best spent to serve our supported individuals.
Objective: Maintain the appropriate number of worked hours for
a given employee based upon their classification at
time of hire unless you review the scheduling needs
with your supervisor in advance and amend with
your HR partner as necessary.
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.

5. STRATEGIC SCHEDULING (Section 2.3)
Your planning is the key to strategic scheduling to stretch our finances
further while supporting our employees and our supported individuals
to the best of our abilities.
• Be prudent in your hiring practices to utilize Part-time 2 and On-Call
staff, as appropriate.
• Ensure employees are not regularly working hours beyond their
classification.
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.

6. EXEMPT vs. NON-EXEMPT (Section 2.3)
Determination: Your HR Partner determines this category during
creation of the Job Description in accordance with
federal and state law.
Exempt:
Non-Exempt (or hourly) are
eligible after they work in excess
of 40 hours in one week.
Salaried positions. Not eligible for overtime.
Non-Exempt:
Overtime Threshold
Hourly positions. Eligible for overtime.
Prevent Dispute: Always advise hourly staff to record “all” hours
worked, ensure adequate breaks are taken and
carefully review submitted time.
We are obligated to pay employees for their worked
time even if they fail to follow policy.
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.

7. RELATIVES and DATING (Sections 2.9 and 2.10)
Hiring or Working with Relatives: Areas to Avoid
Policy Note
These policies and others in the
Employee Handbook are
designed to support your success
as a Supervisor.
• Direct supervisor/subordinate reporting relationships.
• Situations where work performance could be impacted.
• Real or perceived conflict of interest.
Dating
• It is challenging to be seen as impartial and unbiased if you have a
personal relationship with another employee, a vendor or a client.
• Best practice is to avoid this pitfall; considering the realities of life
discuss any such relationship with your HR Partner to address as
appropriate for your and the Company.
This overview is meant to further
understanding of Employee
Handbook topics and is not all
inclusive of topics or content and is
not meant to replace the review
and comprehension of the
Employee Handbook in its entirety.