RubinBrown Team Member Manual

Section: Hiring, Rehiring, & Internal Transfers 203

Policy Title: Policy Number:

Employment

Effective Date:

Supersedes Policy Dated:

06/01/2024

06/01/2023

Background: RubinBrown is dedicated to assisting employees reach their professional goals by placing each team member according to his/her ability in conjunction with the overall strategic success of the Firm. In order to meet the ever changing needs of the Firm, team members may from time to time be transferred from one position, department or office location to another, either at their own request or as a result of a recommendaiton by Management. RubinBrown makes every effort to ensure equal employment opportunity to all individuals and abides by the EEO and nondiscrimination provisions of all applicable federal, state and local laws. Policy: The hiring, rehiring, and internal transfers of team members is coordinated through the Human Resources Department. The Human Resources Department will assist with the position summary descriptions and obtain necessary approval from the Hiring Leader, Service Unit Leader, Office Managing Partner and Managing Partner/Chairman (where applicable). Approved vacant positions will appear on the firm's website. Once the pre-employment or transfer requirements have been met, Human Resources will obtain final approval from the Managing Partner/Chairman (where applicable). The approval process is designed to ensure the integrity of our compensation system by verifying the reasonability of the offer, maintaining internal equity, and appropriate impact to salary budgets. All new hires, rehires, and internal transfers are subject to a 90-Day Introductory Period (also see “Introductory Period”, Policy Number 205). Procedure: Hiring: The Talent Acquisition team will assist with the sourcing, screening and interview process for all open positions. Candidates are subject to pre-employment assessments as well as background investigation including credit checks and reference checks. Human Resources will send correspondence to candidates who are not chosen for employment in accordance with the Fair Credit Reporting Act (FCRA) and other applicable laws. Applicants must be recommended without significant reservations by previous employers. Should it be determined that the applicant does not meet minimum qualifications, or has in any way falsified the application, an employment offer will not be extended. In the event the applicant has been placed on the payroll, RubinBrown reserves the right to terminate employment immediately at any time after such falsification is discovered without any prior disciplinary warnings. Rehiring: Former team members who have left RubinBrown in good standing may be considered for re-employment. Human Resources should be contacted to determine candidate eligibility. Former team members who have resigned without adequate notice or have been dismissed shall not be considered for re-hire. As with all applicants, offers of employment are contingent upon successful completion of all pre-employment requirements, including assessments, application, credit and reference check, regardless of the applicant’s length of separation from RubinBrown. Credit for prior service will be granted based on the team member’s length of separation from RubinBrown (also see “Credit for Employment”, Policy Number 210). Internal Transfers: Team members interested in a listed position should contact the Human Resources Department. To be eligible for transfer, a team member must be performing at an acceptable level. Generally, a team member on a Work Improvement Plan is not eligible to transfer during the length of the plan. Team members must be in their current position for a minimum of 90 days to be considered for transfer. All representatives of RubinBrown should be aware that employment with RubinBrown is “at will” (also see "Employment at Will", Policy Number 200). Therefore, during the recruitment, hiring or orientation process, no statement shall be made promising or predicting permanent or guaranteed employment; and no document shall be called a contract unless, in fact, an employment contract is to be used and it has been signed by the Managing Partner or Chairman of the Firm. Any other representations concerning “permanency” or length of employment are not authoritative and will not be honored by RubinBrown.

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