Maidpro Employment Doc HiredPackage

Employee Direct Deposit Authorization

Employee: Fill out and return to your employer.

Employer: Save for your files only.

Authorization

This authorizes MaidPro to send credit entries (and appropriate debit and adjustment entries), electronically or by any other commercially accepted method, to my (our) account(s) indicated below and to other accounts I (we) identify in the future (the “Account”). This authorizes the financial institution holding the Account to post all such entries. I agree that the ACH transactions authorized herein shall comply with all applicable U.S. Law. This authorization will be in effect until the Company receives a written termination notice from myself and has a reasonable opportunity to act on it.

Employee Direct Deposit Authorization Form

Ver. Authorization_for_Direct_Deposit-061812

As a condition of employment and for the safety of our PRO’s and clients I attest to completing MaidPro’s coronavirus training and safety procedures.

-I have watched the MaidPro coronavirus safety video at maidpro.online/pro

-I will enter each client's home with gloves, a mask and booties no exceptions.

-If I have any health problems or a fever I understand I will not be able to work. I will also not enter a home if the client or occupants are sick.

-I will follow social distancing of 6 feet in the clients homes.

-I understand that dispatch will be staggered and I will not be allowed in the office if another PRO is being dispatched.

-I will follow MaidPro’s contactless clean procedures.

Mobile Application

As a condition of employment with MaidPro, you may be required to use a mobile application on your cell phone which will enable us to send work orders directly to your phone, track your time on the app and be able to communicate with you thru the app. Failure to use the app could result in termination.

I agree to keep my location on during the daily scheduled shifts I am assigned.

I agree to use the mobile app in the course of my employment with MaidPro

MaidPro is issuing you a vacuum. You are responsible for your vacuum. Lost or damaged vacuums will be deducted from your pay at a rate of $200.00. Please report lost or damaged vacuum to MaidPro Management immediately. Also, if you happen to get terminated from MaidPro, you need to return all the equipment immediately or within the next 5 days. Otherwise the total amount for all the equipment will be deducted from your check.

I have read and understand the above and agree fully with it's stipulations.

OSHA Requirement Form

The Occupational Safety and Health Administration requires any business involved with any type of chemical to have readily available information pertaining to Material Safety Data Sheets (M.S.D.S on all the chemicals MaidPro uses. A M.S.D.S. explains what chemicals are found in the cleaning agents, how to handle the products safely and what to do in the case of an emergency. If at any time you have an emergency, or just a question regarding the products that you are using, call the office manager and he or she will assist you. Located on all bottles that you carry, will be a label with the same information found online, along with a toll free number provided by the vendor in case of emergency.

have read and understand the above information. ,

Recording Devices and Anti Theft Procedures

 

In consideration of my employment, I agree to the following;

I am aware that MaidPro and/or its customers may, at any time, place hidden video and/or audio recording devices at job sites where I may be working. I hereby grant permission for MaidPro to secretly record me by means of video and/or audio devices at job sites where I am working.

I further understand that any recorded footage of me or my actions may be used in a court of law.

In addition, if I have provided services to any client that files a breakage and/or theft complaint, I may be terminated from my position at MaidPro. I further agree to release MaidPro from any and all liability and/or damages whatsoever should my position be terminated for this reason.

We want to know about YOU.../ Nosotros queremos saber de TI...

 

Receipt & Acknowledgment of MaidPro Employee Manual

This Employee Manual is an important document intended to help you become acquainted with MaidPro. This Manual will serve as a guide; it is not the final word in all cases. Individual circumstances may call for individual attention.

Because the general business atmosphere of MaidPro and economic conditions are always changing, the contents of this Manual may be changed at any time at the discretion of MaidPro. No changes in any benefit, policy or rule will be made without due consideration of the mutual advantages, disadvantages, benefits and responsibilities such changes will have on you as an employee and on MaidPro.

Please read the following statements and sign below to indicate your receipt and acknowledgment of the MaidPro Employee Manual. I have received and read a copy of the MaidPro Employee Manual. I understand that the policies, rules and benefits described in it are subject to change at the sole discretion of MaidPro at any time. I understand that this manual replaces (supersedes) all other previous manuals for MaidPro as of January 1, 2015.

I further understand that my employment is terminable at will, either by myself or MaidPro, regardless of the length of my employment or the granting of benefits of any kind.

I understand that no contract of employment other than "at will" has been expressed or implied, and that no circumstances arising out of my employment will alter my "at will" employment relationship unless expressed in writing, with the understanding specifically set forth and signed by myself and the President of MaidPro.

I am aware that during the course of my employment confidential information will be made available to me, i.e., customer lists, client's telephone numbers, pricing policies and other related information.

I understand that this information is critical to the success of MaidPro and must not be disseminated or used outside of MaidPro's premises. In the event of termination employment, whether voluntary or involuntary, I hereby agree not to utilize or exploit this information with any other individual or company.

I understand that, should the content be changed in any way, MaidPro may require an additional signature from me to indicate that I am aware of and understand any new policies.

I understand that my signature below indicates that I have read and understand the above statements and have received a copy of the MaidPro Employee Manual.

The signed original copy of this Acknowledgment is to be given to your manager. It will be filed in your personnel file.

Employee Manual

We're very happy to welcome you to MaidPro. Thank you for joining us! We want you to feel that your association with MaidPro will be a mutually beneficial and pleasant one. You have joined an organization that has established an outstanding reputation for quality services. Credit for this goes to every one of our PRO's. We hope that you, too, will find satisfaction and take pride in your work here. This Manual provides answers to most of the questions you may have about MaidPro's benefit programs, as well as the company policies and procedures we abide by, our responsibilities to you, and your responsibilities

If anything is unclear, please discuss the matter with your manager. You are responsible for reading and understanding this Employee Manual and your performance evaluations will reflect your adherence to MaidPro policies. In addition to clarifying responsibilities, we hope this Employee Manual also gives you an indication of MaidPro's interest in the

From time to time, the information included in our Employee Manual may change. Every effort will be made to keep you informed through suitable lines of communication, including postings on the company bulletin boards and/or notices sent directly to you in-house. Compensation and personal satisfaction gained from doing a job well are only two of the reasons most people work. Most likely, many other factors count among your reasons for working: pleasant relationships and working conditions, career development and promotion opportunities, and benefits are just a few. MaidPro is committed to doing its part to assure you of a satisfying work experience. We extend to you our personal best wishes for your success and happiness at MaidPro.

Your Various Benefits With MaidPro

You may not have thought about it, but the value of your benefits amounts to a considerable sum each year in addition to the wages or salary you earn. These are just some of the benefits MaidPro provides for eligible employees each year:

●Paid Holidays

●Paid Time Off

●Health Insurance

●Direct Deposit

●Sick Leave

●Service Awards

●Incentive Programs

●Workmans Comp Insurance

●Funeral Leave

●Social Security

Car Maintenance Program

Multiple Bonus Programs

That's a lot to think about!

Notice

The policies in this Manual are to be considered as guidelines. MaidPro, at its option, may change, delete, suspend or discontinue any part or parts of the policies in this Manual at any time without prior notice. Any such action shall apply to existing as well as future employees with continued employment being the consideration between the employer and employee. Employees may not accrue eligibility for monetary benefits (provided for in writing) that they have not earned through actual time spent at work. Employees shall not accrue eligibility for any benefits, rights, or privileges beyond the last day worked. No one other than the President of MaidPro may alter or modify any of the policies in this Manual. No statement or promise by a supervisor, manager, or department head may be interpreted as a change in policy nor will it constitute an agreement with an employee.

Whether you are a new hire or a former employee returning to MaidPro, you may feel a little strange in your new surroundings. This is a normal feeling and is expected. Your fellow employees, especially your manager, want to help you get off to a good start. Feel free to ask them for help concerning anything you don't understand. One of the first things you should do is carefully read this Manual. It is designed to answer many of your questions about the practices and policies of MaidPro, what you can expect from MaidPro, and what MaidPro expects from you.

Anniversary Date

The first day you report to work is your "official" anniversary date. Your anniversary date is used to compute various conditions and benefits described in this Manual.

Aptitude & Ability Tests

Job-related tests may be given to help determine your aptitude or ability to perform a specific job. Such tests may be given to candidates for job changes and promotions, as well as to new applicants. Test results will be confidential.

Credit and Background Investigation

Following the requirements imposed by the Federal-Truth-In-Lending and the Fair Credit Reporting Acts, MaidPro may conduct a pre-employment background check on all applicants who are offered and who accept an offer of employment. Your employment

with us may be conditional upon our review of the information in the background check. MaidPro also reserves the right to conduct a background check at any time after you have been employed. Remember that you have certain legal rights to discover and to dispute or explain any information prepared by the background checking company.

Customer Relations

The success of MaidPro depends upon the quality of the relationships between MaidPro, our employees, our customers, our suppliers, and the general public. Our customers' impression of MaidPro and their interest and willingness to utilize our service is greatly formed by the people who serve them. In a sense, regardless of your position, you are MaidPro's ambassador. The more goodwill you promote, the more our customers will respect and appreciate you, MaidPro and MaidPro's services. Here are several things you can do to help give customers a good impression of MaidPro 1. Act competently and deal with customers in a courteous and respectful manner. 2. Communicate pleasantly and respectfully with other employees at all times. 3. Follow up on orders and questions promptly, provide business-like replies to inquiries and requests, and perform all duties in an orderly manner. 4. Take great pride in your work and enjoy doing your very best.

Equal Employment Opportunity

MaidPro provides equal employment opportunity for everyone regardless of age, sex, color, race, creed, national origin, religious persuasion, sexual orientation, marital status, political belief, or disability that does not prohibit performance of essential job functions. In addition, laws regarding veterans' status are observed. This is reflected in all MaidPro practices and policies regarding hiring, training, promotions, transfers, rates of pay, layoff, and other forms of compensation. All matters relating to employment are based upon ability to perform the job, as well as dependability and reliability once hired.

Sexual Harassment Policy

It is the goal of MaidPro to promote a workplace that is free of sexual harassment. Sexual harassment of employees occurring in the workplace or in other settings in which employees may find themselves in connection with their employment is unlawful and will not be tolerated by this organization. Further, any retaliation against an individual who has complained about sexual harassment or retaliation against individuals for cooperating with an investigation of a sexual harassment complaint is similarly unlawful and will not be tolerated. To achieve our goal of providing a workplace free from sexual harassment, the conduct that is described in this policy will not be tolerated and we have provided a procedure by which inappropriate conduct will be dealt with, if encountered by employees.

Definition Of Sexual Harassment

In New Jersey, Pennsylvania, New York and Delaware, the legal definition for sexual harassment is this: "sexual harassment" means sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature when: (a) submission to or rejection of such advances, requests or conduct is made either explicitly or implicitly a term or condition of employment or as a basis for employment

decisions; or, (b) such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment. Under these definitions, direct or implied requests by a supervisor for sexual favors in exchange for actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment constitutes sexual harassment. The legal definition of sexual harassment is broad and in addition to the above examples, other sexually oriented conduct, whether it is intended or not, that is unwelcome and has the effect of creating a work place environment that is hostile, offensive, intimidating, or humiliating to male or female workers may also constitute sexual harassment. While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct which if unwelcome, may constitute sexual harassment depending upon the totality of the circumstances including the severity of the conduct and its pervasiveness: *Unwelcome sexual advances -- whether they involve physical touching or not; * Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one's sex life; comment on an individual's body, comment about an individual's sexual activity, deficiencies, or prowess; *Displaying sexually suggestive objects, pictures, cartoons; *Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments; *Inquiries into one's sexual experiences; and,

*Discussion of one's sexual activities.

All employees should take special note that, as stated above, retaliation against an individual who has complained about sexual harassment, and retaliation against individuals for cooperating with an investigation of a sexual harassment complaint is unlawful and will not be tolerated by this organization. Complaints of Sexual Harassment If any of our employees believes that he or she has been subjected to sexual harassment, the employee has the right to file a complaint with our organization. This may be done in writing or orally. If you would like to file a complaint you may do so by contacting Phil Sargent, 856-427-7880. This person is also available to discuss any concerns you may have and to provide information to you about our policy on sexual harassment and our complaint

Sexual Harassment Investigation

When we receive the complaint we will promptly investigate the allegation in a fair and expeditious manner. The investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances. Our investigation will include a private interview with the person filing the complaint and with witnesses. We will also interview the person alleged to have committed sexual harassment. When we have completed our investigation, we will, to the extent appropriate inform the person filing the complaint and the person alleged to have committed the conduct of the results of that investigation. If it is determined that inappropriate conduct has occurred, we will act promptly to eliminate the offending conduct, and where it is appropriate we will also impose disciplinary action.

Job Descriptions

We maintain a job description for each position in MaidPro. When your duties and responsibilities are changed, your job description will be updated. You will be provided a copy of your job description upon hiring.

Knowledge Of MaidPro

Knowledge of the services and products of MaidPro will help you avoid the "I don't know" syndrome. Employees are required to successfully pass MaidPro University. Our customers' confidence in you increases as you are able to answer their basic questions. However, please don't pretend you know the answer or try to guess the answer when you are uncertain. If you are unsure of the correct information, refer the inquiry to your manager, or to a person more qualified to respond.

Non-Compete Agreement

All new employees will be required to sign a Non-Compete Agreement prepared by our attorneys as a condition of employment.

Outside Employment

What you do on your free time is your own business. However, if you are employed by MaidPro in a full or part-time position, MaidPro will expect that your position here is your primary employment. Any outside activity must not interfere with your ability to properly perform your job duties at MaidPro. If you are thinking of taking on a second job, it would be wise to notify your manager immediately. He or she will thoroughly discuss this opportunity with you to make sure that it will not interfere with your job at MaidPro nor pose a conflict of interest.

Proof Of U.S. Citizenship and/or Right To Work

Federal regulations require that 1) before becoming employed, all applicants must complete and sign Federal Form I-9, Employment Eligibility Verification Form; and 2) all applicants who are hired need to present documents of identity and eligibility to work in the United States.

Unacceptable Activities Generally speaking, we expect each person to act in a mature and responsible way at all times. However, to avoid any possible confusion, some of the more obvious unacceptable activities are noted below. Your avoidance of these activities will be to your benefit as well as the benefit of MaidPro. If you have any questions concerning any work or safety

rules or any of the unacceptable activities listed, please see your manager for an explanation.​ Occurrences of any of the following violations, because of their seriousness, will result in immediate dismissal without warning:

• Willful violation of any company rule; any deliberate action that is extreme in nature and is obviously detrimental to MaidPro's efforts to operate profitably.

• Negligence or any careless action which endangers the life or safety of yourself or another person.

• Being intoxicated or under the influence of controlled substance drugs while at work; use or possession or sale of controlled substance drugs in any quantity while on company premises except medications prescribed by a physician which do not impair work performance.

• Unauthorized possession of dangerous or illegal firearms, weapons or explosives on company property or while on duty.

• Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on company premises or when representing MaidPro; fighting, or horseplay or provoking a fight on company property, or negligent damage of property.

• Insubordination or refusing to obey instructions properly issued by your manager pertaining to your work; refusal to help out on a special assignment.

• Threatening, intimidating or coercing fellow employees on or off the premises at any time, for ​any purpose.

• Theft of company or client's property or the property of fellow employees; unauthorized possession or removal of any company property, including documents, from the premises without prior permission from management; unauthorized use of company equipment or property for personal reasons; using company equipment for profit.

• Dishonesty; willful falsification or misrepresentation on your application for employment or other work records; lying about sick or personal leave; falsifying reason for a leave of absence or other data requested by MaidPro; alteration of company records or other company documents.

• Violating the non-compete agreement; giving confidential or proprietary MaidPro information to competitors or other organizations or to unauthorized MaidPro employees; working for a competing business while a MaidPro employee; breach of confidentiality of personal information.

• Malicious gossip and/or spreading rumors; engaging in behavior designed to create discord and lack of harmony; interfering with another employee on the job; willfully restricting work output or encouraging others to do the same.

• Duplication of keys without management’s written permission.

• Employees must use the appropriate dress code given to you on your start date. Make sure to be courteous, respectful and always have a smile. This would help you gain the respect and gratitude from the client.

• Misplacing company items, losing keys is very disagreeable, most of the time we have lost the respect and clients due to this irresponsibility. Always make sure to keep the key inside the book.

• Conducting a lottery or gambling on company premises.

• Use of MaidPro property outside of MaidPro (i.e., supplies, etc.). Occurrences of any of the following activities, as well as violations of any MaidPro rules

or policies, may be subject to disciplinary action, including possible immediate dismissal. This list is not all-inclusive and, notwithstanding this list, all employees remain employed "at will."

• Unsatisfactory or careless work; failure to meet production or quality standards as explained to you by your manager; mistakes due to carelessness or failure to get necessary instructions. Continued poor service complaints from clients.

• Sleeping on the job; loitering or loafing during working hours.

• Smoking in restricted areas or at non-designated times or in or near a client’s home or office, as specified by department rules.

• Creating or contributing to unsanitary conditions.

• Failure to report an absence or late arrival; excessive absence or lateness.

• Obscene or abusive language toward any manager, employee or customer; indifference or rudeness towards a customer or fellow employee; any disorderly/antagonistic conduct on company premises.

• Failure to immediately report damage to, or an accident involving company and/or client's property.

• Failure to maintain a neat and clean appearance in terms of the standards established by your manager; any departure from accepted conventional modes of dress or personal grooming; wearing improper or unsafe clothing.

• Eating food and beverages in undesignated areas or at your workstation.

• Failure to use company forms; altering your forms or records or attendance documents; punching or altering another employee's records, or causing someone to alter your records. • Failure to attend mandatory training classes.

• No employee is allowed to make or take personal, non-emergency phone calls during their work hours.

• Flexibility and consistency are an important key for your success. Every employees have to be able to work in a team and at the same time able to cover other houses.

• Calling out is only acceptable in case of an emergency (Sometimes will required to show proof, if necessary)

• Every time you required to take time off we would gladly give it to you as long as you give a 2 week written notice

• For every 2 poor service complaints (per month), it would be significant as a write up. Once you have reached 1 verbal and 2 written write-ups you would be considered for termination.

• Everyone would be able to have 1 absence per month, it would be considered a sick day and can be paid through your PTO hours earned.

• Due to a high volume of payroll discrepancies, we now require you to write your name, time-in, time-out, travel time and signature on each work order. At the same time the 49 points check list needs to be attached to your work order and always have to make sure to leave a comment card showing your appreciation and gratitude to the client. Otherwise you won’t get your gas reimbursement.

Disciplinary Actions

Unacceptable behavior which does not result in immediate dismissal may be dealt with in the following manner: Verbal Warning First Written Warning Second (Final) Written Warning Dismissal Written warnings will include the reasons for the manager's dissatisfaction and any supporting evidence. You will have an opportunity to defend your actions and rebut the opinion of your manager at the time the warning is issued. Disciplinary actions may also include suspensions or other measures deemed appropriate to the circumstances.

Dismissal

Employment and compensation with MaidPro is "at will" in that they can be terminated with or without cause, and with or without notice, at any time, at the option of either MaidPro or yourself.

Eligibility For Benefits

No benefits are available to you during your Introductory Period, except as otherwise provided by law. If you are a part-time employee, you will enjoy only those benefits which are required by law to be afforded to you, provided that you meet the minimum requirements set forth by law and in the benefit plan(s). All full time employees (25 hours or more per week) are eligible for vacation pay after their first anniversary. You will be paid 25 hours as your vacation. If you have an unexcused absence the day before your vacation begins or day after your vacation ends, 5 hours will be deducted from your vacation pay. Temporary employees are not eligible for benefits. All New Jersey and New York Employees are covered by the NJ-NY Sick Leave Act and are not eligible for the above benefits but instead receive 1 hour of sick (PTO) time for every 30 hours worked up to a maximum of 40 hours per year.

Health Insurance

We currently offer Health Insurance thru Redirect Health. Any employee here two years or more who wants coverage will not have to pay for individual coverage. Any employee that is here one year to two years will pay $25.00 per month for individual coverage. Any employee here 6-12 months will pay half the monthly cost and any employee here 0-6 months will pay the whole monthly cost of $105.00 per month payable thru a payroll deduction. If an employee elects coverage for a spouse, family or children, they will pay the difference in cost from individual coverage.

Holidays

Only full-time employees are eligible for holiday pay and benefits.You are not eligible to receive holiday pay during your Introductory Period or during your first year. Nor are you eligible to receive holiday pay if you are a part-time employee( less than 25 hours per week) or a temporary employee. You are also ​not​ eligible if you have an unexcused absence the day before or day after the holiday. You will not be paid if the holiday falls on a Saturday or Sunday which are not MaidPro work days. Holiday Pay will be paid at 5 hours per eligible Holiday. The following holidays are recognized by MaidPro as paid holidays:

New Year's Day

Independence Day (Fourth of July)

Thanksgiving Day

Christmas Day

Labor Day

Memorial Day

Updated 09/01/2019