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TERMS AND CONDITIONS

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
It is the policy of HEC to provide equal opportunity to all employees and applicants for employment without unlawful discrimination as to race, creed, color, national origin, ethnicity, sex, age, disability, marital status, sexual orientation, religion, ancestry, genetic information, military status, status as a disabled or Vietnam Era veteran of the United States Armed Forces, being a member of the Reserves or National Guard or status in any other group protected by federal, state or local law. Equal opportunity applies to all employment-related decisions, including but not limited to recruitment, hiring/selection, job assignment, compensation, training and apprenticeship, promotion, upgrading, demotion, downgrading, recall, transfer, layoff, leaves of absence, supervision, compensation, discipline, termination, access to benefits and training and all other terms and conditions of employment.

REASONABLE ACCOMMODATION
HEC is committed to providing equal access to employment opportunities for otherwise qualified individuals with a handicap or disability. Hillcrest Educational Centers vigorously supports the federal Americans with Disabilities Act and related state laws, and is committed to hiring and offering reasonable accommodations to its applicants and. If you feel that you need assistance in performing any of the essential functions of your job or would like to discuss a workplace accommodation, please contact your supervisor, or a member of the Human Resources Department.

Human Resources and supervisory staff use job descriptions and existing personnel policies to define criteria for all hiring, and to set performance expectations. These practices are applied without discrimination and in accordance with applicable state and federal regulations.

EMPLOYMENT AT WILL
Employment with Hillcrest Educational Centers is a voluntary at-will relationship, and nothing in this document constitutes an expressed or implied contract of any kind, including but not limited to a contract of employment, nor shall be construed as providing you with any expressed or implied promises to you whatsoever. Employees have the right to terminate the employment relationship at will for any reason you wish, at any time, with or without notice. Hillcrest Educational Centers has the same right to terminate an employee's employment at any time and for any reason, with or without notice.

PRE-PLACEMENT PHYSICAL, TUBERCULOSIS SCREEN, FUNCTIONAL CAPACITY EVALUATION
All successful candidates, after receiving a conditional offer of employment, will undergo a pre-employment physical, fully paid for by HEC, which will determine if the candidate is able to perform the essential functions of the position for which they are being offered, with or without reasonable accommodation. During this medical exam a tuberculosis test will be administered and the employee will return 48-72 hours later to have the test read. The employee will also be offered the opportunity to receive the Heptivax Vaccine, which is a series of three shots that will provide immunization against Hepatitis B. The follow up for the remaining two shots will be scheduled during the initial visit. All employees are eligible to receive the Heptivax Vaccine at a later date, even if they refuse the initial offer of the vaccine. Candidates must successfully complete the physical and tuberculosis screening to be eligible for employment.

BACKGROUND RECORD CHECKS
To ensure the safety and security of our students and staff at HEC, as a condition of employment with our agency, all employees, interns and volunteers (current and prospective) are subject to an intensive background record check (BRC). This check includes all criminal history (CORI - Criminal Offender Record Information) verified through the Criminal History Systems Board and any substantiated/supported reports related to abuse or neglect documented through the Department of Children & Families (DCF). In addition to CORI and DCF, we also conduct a national criminal check, sexual offender check, and social security verification.

This policy also follows the regulations of the Department of Early Education and Care (DEEC) who is the licensing agency for Hillcrest. The DEEC regulations state that HEC is prohibited from confirming an offer of employment until the satisfactory completion of both a CORI and a DCF Background Record Check of the candidate. Further, the regulations prohibit a candidate from commencing employment beyond new staff orientation until after the candidate is cleared as a result of the CORI check. Staff may not have unsupervised contact with students until they are DCF cleared.

PRE-EMPLOYMENT DRUG TESTING
Chemical and alcohol dependency creates serious ethical concerns for HEC where the vital concern for the safety and quality of care to our students cannot be compromised. HEC is committed to maintaining an alcohol and drug free work place and to that end has adopted the attached policy emphasizing education of all employees along with the rehabilitation and re-integration of chemically dependent employees, who are willing to go into recovery, to the workplace.

As a condition of employment all new employees will be tested for drugs after a job offer has been extended and the offer accepted by the prospective employee. Offers of employment will be conditional upon a successful pre-employment drug screening. Testing will be completed as part of the pre-placement physical exams, which are conducted by an outside Occupational Health provider. A prospective employee who fails the pre-employment drug or alcohol screening will not be considered for employment at that time. The offer will be rescinded.

USE OF TOBACCO PRODUCTS
HEC is committed to providing a safe and healthy workplace and promoting the health and wellness of its employees. As required by Massachusetts Department of Education and also motivated by our desire to provide a healthy work environment for our employees and serve as healthy role models for our students, the following tobacco-free policy has been adopted and shall apply to all employees of HEC.

It is the policy of HEC to prohibit the use of all tobacco products on all company premises in order to provide and maintain a safe and healthy work environment for all employees.

CERTIFICATION AND AGREEMENT
I certify that all the information submitted by me on this application is true and complete and I understand that if any false or misleading information, omissions or misrepresentations are discovered, my application may be rejected, and if I am employed my employment may be terminated at any time.

I also understand that if hired, the terms and conditions of my employment may be changed, with or without cause and with or without notice, at any time by Hillcrest. I understand that no Hillcrest representative, other than its president, and then only in writing and signed by the president, has any authority to enter into any agreement for employment for any specific period of time, or to make any agreement contrary to the foregoing.

I expressly authorize, without reservation, Hillcrest, its representatives, employees or agents to contact and obtain information from all references, employers, previous employers, public agencies, licensing authorities and educational institutions and to otherwise verify the accuracy of all information provided by me in this application, resume or job interview. I hereby waive and release any and all rights and claims I may have regarding Hillcrest, its representatives, employees or agents for seeking, gathering and using truthful and nondefamatory information, in a lawful manner, in the employment process and all other persons, corporations or organizations for furnishing such information about me.

No question on this application is intended to secure information to be used for any discriminatory purpose. This is in accordance with all applicable federal and state law, including, but not limited to, Section 504 of the Rehabilitation Acts of 1973, as amended, the Americans with Disabilities Act, as amended, the Civil Rights Act of 1964, as amended., Article 114 of the Massachusetts Constitution, Chapters 151B and 272, sections 92, 98, and 98A, of the Massachusetts General Laws and Executive Orders 227, 246 and 253.Harassment of our employees is prohibited, whether it is committed by a manager, coworker, subordinate or non-employee (such as a vendor or customer). Examples of prohibited harassment include, but are not limited to, unwelcome physical contact, comments, jokes, or epithets, threats, insults, name-calling, offensive gestures, negative stereotyping, possession or display of derogatory pictures or other graphic materials, and any other words or conduct that demean, stigmatize, intimidate or single-out a person because of his/her membership in a protected category. Hillcrest takes all complaints of harassment seriously, and each will be investigated promptly and thoroughly.

Hillcrest will give this application every consideration. However, in accepting it, we make no commitment of employment to the applicant. I understand that this application remains current for only 30 days. At the conclusion of that time, if I have not heard from Hillcrest and still wish to be considered for employment, it will be necessary for me to reapply and/or complete a new application.

LIE DETECTOR TESTS
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

AGREE or DISAGREE

Please "Agree" if you accept the above Terms and Conditions and wish to begin the application process.