NEW EMPLOYEES AND TRAINING PERIOD

 

THE FIRST 90 DAYS OF EMPLOYMENT IS CONSIDERED A PROBATIONARY PERIOD. DURING THIS TIME YOU WILL LEARN YOUR RESPONSIBILITIES, GET ACQUAINTED WITH FELLOW EMPLOYEES, AND DETERMINE WHETHER OR NOT YOU ARE HAPPY WITH YOUR JOB. YOUR SUPERVISOR WILL CLOSELY MONITOR YOUR PERFORMANCE.

 

UPON COMPLETION OF THE 90 DAY PROBATIONARY PERIOD, THE COMPANY WILL REVIEW YOUR PERFORMANCE. IF THE COMPANY FINDS YOUR PERFORMANCE SATISFACTORY AND DECIDES TO CONTINUE YOUR EMPLOYMENT, IT WILL ADVISE YOU OF ANY IMPROVEMENTS EXPECTED FROM YOU. AT THAT TIME, YOU MAY EXPRESS SUGGESTIONS TO IMPROVE THE COMPANY’S EFFICIENCY AND OPERATIONS. COMPLETION OF THE 90 DAY PROBATION PERIOD DOES NOT ENTITLE YOU TO REMAIN EMPLOYED BY THE COMPANY FOR ANY DEFINITE PERIOD OF TIME, BUT RATHER ALLOWS BOTH YOU AND THE COMPANY TO EVALUATE WHETHER OR NOT YOU ARE RIGHT FOR THE POSITION. 

 

ALL EMPLOYMENT WITH ZANE INVESTIGATIONS & NEVADA SECURITY SERVICES IS "AT-WILL." THIS MEANS THAT THE EMPLOYEE'S EMPLOYMENT WITH THE COMPANY MAY BE TERMINATED AT ANY TIME, WITH OR WITHOUT ADVANCE NOTICE, AND WITH OR WITHOUT CAUSE. LIKEWISE, THE EMPLOYEE IS FREE TO END HIS OR HER EMPLOYMENT AT ANY TIME. THE EMPLOYEE ALSO MAY BE DEMOTED OR DISCIPLINED AND THE TERMS OF HIS OR HER EMPLOYMENT MAY BE ALTERED AT ANY TIME, WITH OR WITHOUT CAUSE, AT THE DISCRETION OF THE COMPANY. NO ONE OTHER THAT THE OPERATIONS MANAGER, GENERAL MANAGER AND/OR OWNERS OF THE COMPANY HAS THE AUTHORITY TO ALTER THIS ARRANGEMENT, TO ENTER INTO AN AGREEMENT FOR EMPLOYMENT FOR A SPECIFIED PERIOD OF TIME, OR TO MAKE ANY AGREEMENT CONTRARY TO THIS POLICY, AND ANY SUCH AGREEMENT MUST BE IN WRITING AND MUST BE SIGNED BY THE GENERAL MANAGER OF THE COMPANY AND BY THE AFFECTED EMPLOYEE.

MEALS AND BREAKS:

NEVADA LABOR LAWS REQUIRE EMPLOYERS TO PROVIDE EMPLOYEES A MEAL PERIOD OF AT LEAST THIRTY (30) MINUTES WHEN WORKING FOR A CONTINUOUS PERIOD OF EIGHT (8) HOURS. EMPLOYERS MUST PROVIDE EMPLOYEES A BREAK OF A MINIMUM OF TEN (10) MINUTES FOR EACH FOUR (4) HOURS WORKED OR MAJOR FRACTION THEREOF. EMPLOYERS DO NOT NEED TO PROVIDE A BREAK TO EMPLOYEES WORKING LESS THAT THREE AND A HALF (3½) HOURS. THE BREAK MUST BE PAID. NEV. REV. STAT. 608.019. ALL BREAKS AND LUNCHES ARE CONSIDERED AS WORKING BREAKS AND LUNCHES AND ARE PAID. EMPLOYEES ARE TO REMAIN ON-SITE UNLESS OTHERWISE APPROVED BY MANAGEMENT AND SOMEONE HAS PROVIDED COVERAGE IN ORDER FOR EMPLOYEE TO LEAVE SITE IN WHICH CASE THE LUNCH PERIOD WILL NOT BE PAID AND EMPLOYEE IS REQUIRED TO CLOCK OUT FOR SAID LUNCH BREAK.

 

TRAINING:

DURING THE FIRST TWO WEEKS OF SCHEDULED SHIFTS AND/OR FIRST PAY PERIOD OF SCHEDULED SHIFTS, THE EMPLOYEE IS RESPONSIBLE FOR SHOWING UP TO WORK ON-TIME IN THE APPROPRIATE DRESS CODE. IF EMPLOYEE RESIGNS OR IS TERMINATED FROM HIS/HER POSITION WITHIN THIS PERIOD THE PAY WAGE FOR THAT PAY PERIOD WILL BE PAID IN THE AMOUNT OF MINIMUM WAGE. 

 

THOUGH TERMED A PROBATIONARY PERIOD, THE EMPLOYER RETAINS THE RIGHT TO EXERCISE AT WILL EMPLOYMENT AT ANY TIME AND MAY TERMINATE THE EMPLOYEE AT ANY TIME WITHOUT CAUSE.