Workers Policies and Manual

The policies and procedures in this manual are not intended to be contractual commitments by AMS, and workers shall not construe them as such.

The policies and procedures are intended to be guides to management and are merely descriptive of suggested procedures to be followed. AMS reserves the right to revoke , change or supplement guidelines at any time without notice.

No policy is intended as a guarantee of continuity of benefits or rights. No permanent placement or placement for any term is intended or can be implied from any statements in this manual.

AMS Policies and Release Form

There are a number of AMS policies that an applicant needs to know about and agree to before working. There also are a number of activities that AMS may want to instigate as part of the review and investigation of the appropriate background information on a potential worker. The purpose of this document is to present these policies and investigative activities to the applicant to ensure that they are understood and agreed to at the time the application is submitted.

We, therefore, ask that you please read, complete and sign this form before you complete the application for assignment.

Policies

Among the policies that have been adopted at AMS are the following that we believe are important for an applicant to know in advance of an assignment. These are listed below. Your signature on this Release Form indicates that you have read, understand, and would agree to operate under these policies if working through AMS.

1. This organization offers an equal opportunity and does not discriminate because of age, sex, race, color, national origin, disability, or religious preference.
2. AMS and the institutions in which it contracts with, is a drug and alcohol free-workplace. To ensure worker safety and integrity of the workplace, AMS and the companies in which it holds contracts prohibits the illegal manufacture, possession, distribution or use of controlled substances or alcohol in the workplace by its workers or those who engage or seek to engage in business with AMS. Offers of assignments, therefore, may be conditioned on a physical examination, including a drug and alcohol screening.
3. Smoking is not permitted inside the building at any institutions AMS hold contracts with. For the safety and health of its workers, all institutions are committed to a smoke-free building.
4. Your signature on this Release Form indicates that you understand and agree that if placed, that placement is for no definite period, and may, regardless of the date of payment of your wages and salary, be terminated at any time without previous notice.
5. An offer of placement must originate from the Staff Recruiter of AMS.
   
   

Background Review Activities

AMS may conduct the following investigative activities as part of the background review of prospective workers. Your signature on this Release Form indicates you understand these activities and you authorize them to be performed with the conditions specified as listed below.

1. Persons convicted of specific crimes may not hold certain placements at any institution. If you are applying for such a position and have been convicted of a felony, please note this below. If more space is needed, please provide the additional information on a seperate sheet of paper. In addition, you authorize AMS to undertake a criminal records check with state police officials.
2. You authorize AMS to obtain a Motor Vehicle Record report. Our insurance company may also obtain a report through its sources. If the position you are applying for involves driving a motor vehicle, it is imperative that a good driving record exists.
3. You also authorize and request any and all of your former workplaces to furnish any and all information regarding your job performance. You agree to hold your former workplaces and their agents harmless from all liability that could relate in any way to the disclosure of private information or an assessment or opinion of your suitability for placement.
4. You understand that an offer of placement must originate from the Staff Recruiter of AMS.
   

Compensation

Payday

Workers are paid every other Friday, 26 times annually. The first payday of the year will be on the first Friday of the month, with each successive payday being on alternate Fridays.

Time cards are to be submitted to your supervisor/manager by close of business every Friday.

Overtime Compensation

Workers will be paid at the rate of one and one-half times their regular hourly rate of pay for all time worked in excess of 40 hours in any one workweek.

Overtime is never at the worker's discretion. It shall only be incurred and paid at the request of the institution through the worker's supervisor/manager. Supervisors/managers shall ensure that no unauthorized overtime hours are worked.

Workers will receive double their regular rate of pay for:

• Hours worked in excess of 12 in a single day
• Hours worked in excess of eight on the seventh workday and the following consecutive workdays.
  

Meal and Rest Periods

Meal Period-The required lunch period for all workers is 30 minutes. It may be taken at any time between 11 AM and 1:30PM with the approval of your supervisor/manager.

Rest Period-Each employee is allowed two paid 10-minute rest periods, one for every four hours worked. For every two hours of overtime worked, an additional 10-minute rest period is allowed.

Equal Opportunity

Equal Opportunity is AMS policy. It is our policy to select the best qualified person for each contract opportunity within the institutions in which AMS hold contracts.

No worker of the company will discriminate against an applicant for assignment or a fellow worker because of race, creed, color, religion, sex, national origin, ancestry, age, or other physical or mental disability. No worker of the company will discriminate against any applicant or fellow worker because of the person's veteran status.

This policy applies to all work practices and personnel actions including advertising, recruitment, testing, screening, placement and other forms of compensation or overtime.

AMS has adopted an affirmative action policy which essentially means that the company will aggressively seek out, place, develop, and promote qualified members of protected groups-defined as racial minorities, women, physically or mentally disabled, disabled veterans, veterans of the Vietnam era, and persons ages of 40 and over.