Employment Policy
Guaranteed Returns® seeks the most talented, best qualified candidates we can find for each vacancy. In seeking candidates, it is Guaranteed Returns® policy to recruit affirmatively, ensuring that information about employment opportunities reaches the broadest range of qualified people. It is also our policy to encourage promotion from within and to offer employees opportunities to seek career advancement.
Mission of the Human Resources Department
All Guaranteed Returns® employment policies are administered by the Human Resources Department. The mission of the HR Office is to provide staffing, recruitment and related services and resources to department Managers in order to attract, hire and retain the best talent, and to provide guidance and support to internal and external job applicants in the fulfillment of their career development goals.
An Overview of the Employment Process
Hiring for Full-time, Permanent Positions
The following steps must be completed to ensure that the recruitment process works smoothly to obtain quality candidates and make certain that Guaranteed Returns meets its affirmative action commitment:
Step 1: The Departmental Manager completes the Personnel Requisition form in Share Point, by design, it is automatically transmitted for further approval when necessary. The Human Resources Recruitment Specialist ("Recruiter") must approve the recruitment plan for the position and review/update the existing job description for accuracy. The Recruiter must request approval from the Director of Human Resources for all positions of authority, including Team Leaders, in advance of any engagement of the hiring process.
Step 2: The Recruiter assigned, contacts the Manager once the Job Requisition is received, with the appropriate approval to discuss the vacancy, determine an appropriate recruitment strategy, the role of the HR Office, and the role of the Manager in reviewing applications and screening candidates.
Step 3: The job is posted on the Guaranteed Returns Web site in addition to internal designated posting sites. When a need for outsourced recruitment (e.g. ads; job fairs, DOL) is presented, the Recruiter must bring such proposal to the HR Director for approval.
Step 4: The Recruiter screens and refers candidates and/or helps the department Manager with resume review and screening process. Interview appointments are scheduled through the HR office subsequent to a satisfactory telephone interview. As a courtesy, interviews are generally conducted by the Recruiter along with the department Manager. When conflicting schedules render the Manager unable to participate, HR will conduct all interviews, screen all qualified candidates and announce selected candidate for approval. Prior to the offer of employment, the Manager and selected Candidate will become acquainted.
Step 5: Subsequent to successful completion of the drug/background screening process, an Offer of Employment will be extended. The Director of Human Resources will extend offers of employment formally, in writing for positions classified as exempt-salary status. Candidates for non-exempt hourly positions will be extended a verbal offer of employment. The offer letter does not, in any way constitute or imply, a contract of employment. Guaranteed Returns is an "At Will" employer and both parties reserve the right to terminate the relationship with or without cause or advance notice.
Step 6: Upon acceptance of the job offer, the candidate will be provided with instructions to be followed on the first day of employment.
Step 7: Official paperwork for hiring the employee is prepared by the HR Office on the first day of employment and submitted to the Accounting Department for processing. The employee will also engage in the New Hire Orientation at this time. All new employees undergo a probationary period that begins on the first day of employment.
Probationary Period
The probationary period is the initial period of employment, a “trial period”, during which the supervisor carefully considers whether the employee is able to meet the standards and expectations of the job and if the employee should be retained by Guaranteed Returns as a ful-time, permanent employee. During this time, the supervisor appraises the employee’s:
- Ability to learn and perform job duties
- Quality of work/work habits
- Productivity
- Cooperation
- Attendance/punctuality
- Other standards and expectations
specific to the employee’s position
If the employee is clearly not meeting the requirements of the job, the employee may be released at any time during the probationary period and/or the probationary period may be extended for further review with the approval of the Director of Human Resources.
Note: The probationary period is intended to be used to determine whether the right employee has been hired for the job. Once the probationary period ends, the process for releasing an employee generally requires further documentation.