Page 8 - Employee Handbook January 2018

-month period and all temporary employees are not eligible for most benefits described in this handbook and our policy

manual.
1.5 Exempt Employees: Employees who are excluded from overtime pay requirements and whose positions meet
specific tests established by the Fair Labor Standards Act (FLSA) and equivalent and applicable State laws. Exempt po-
sitions include, among others, certain executive, professional, administrative, outside sales, and computer-related profes-
sions.
1.6 Non-Exempt Employees: Employees whose positions do not meet FLSA exemption tests and who are paid
overtime work in excess of 40 hours per week.

2.0 EMPLOYMENT

2.1 At-Will Employment

All employment with Hercules is "at-will" in that employment can be terminated with or without cause, and with or
without notice, at any time, at the option of either Hercules or yourself.

2.2 Background/ Employment Verification/Reference Check

All personnel will be required to have a Social Security Number and an ID verification report will be run and responded
to before they are hired. This is for the protection of our staff and residents of all communities.

Employment verification requests for current and/or past employees will only be given upon signed authorization of re-
lease of information by the employee. All employment verifications will be completed only by the Human Resources
Department.

Reference checks for new hires will be conducted at individual properties on all applicants being considered for employ-
ment with the Company. Should reference checking deem the candidate eligible and proceeding forth within the new
hire process is determined, the potential new hire must submit to a substance screening which must render a “negative”
result and a release completed to conduct a background check prior to an offer or a first day of employment can be set.

If a contingent offer of employment is made due to the needs of the business, the candidate must agree that all portions
of the company’s new hire process will pass. If it is determined that the employee did not successfully fulfill the

company requirements within the employment process, the new hire will be notified and the offer of employment will
then be terminated.

Many STATE LAWS REQUIRES WORK PERMITS FOR ALL EMPLOYEES UNDER AGE (THE AGE RE-
QUIRMENTS VARY FROM STATE TO STATE), AS A CONDITION OF EMPLOYMENT.

2.3 Introductory Period

The introductory period of your employment is the first 90 days in which you began your position. This is an initial pe-
riod when you are learning about your new position and the company. This is also the time for you to ask questions in
an effort to grasp the full scope of your responsibilities related to your position. During this period, your manager will

Hercules Living Employee Handbook March 2016 Page 8