As a new employee, your employment is conditional upon the following:
- Your “fitness for duty”
- As a new employee you must pass a pre-employment health assessment.
- It is expected that you are completely fit to perform all of the duties of the job you are returning to. Park Paving values the safety of all of its employees above all, and will not tolerate any willful neglect, or concealment, of any condition or injury that will place you or your coworkers in a compromised position.
- Park Paving reserves the right to require an employee to submit to a health assessment if it is reasonable to suspect that they are not able to safely perform the duties required of them. Any failure to successfully complete a health assessment will be addressed on a case-by-case basis, and it will be at the discretion of the Company to revoke employment eligibility or consider the employee for a different position.
- If you have any condition or injury sustained outside of work that could inhibit your ability to perform work, you must let the company know immediately.
- Our review of your Driver’s Abstract, and its meeting our Eligibility Requirements
- Your successful completion of our Orientation Examination
- Your eligibility to legally work in Canada
Your employment is also conditioned on your acknowledging and signing this employment agreement. It is also conditioned on your acknowledging and signing our Medical Release Authorization, our Drivers Abstract Consent Form, our Drivers Information Authorization Form, and any additional authorizations or agreements required by someone in returning to your position. Park Paving Ltd. and its associated companies reserve the right to revoke an employee’s eligibility for employment if it they are unable to satisfy the above conditions
You will be employed on a seasonal basis, and your hiring date will be considered the day you first perform work for Park Paving Ltd. Please note that the maximum possible term of employment will be the length of the 2020 construction season (with any dismissal, or self-termination, notwithstanding) and that the end of the construction season and the timeline for terminating seasonal employment are completely within Park Paving’s discretion. Furthermore, pursuant to the Employment Standards Code of Alberta, Park Paving also reserves the right to terminate the employment of an employee before the end of the construction season due to shortage of work, or changes in the company’s workload. While the Company strives to maintain a level of staffing commensurate with its operation requirements, it may at times be necessary to temporarily reduce staff size during a period of decreased business or lower revenues. As such, the Company may effect a temporary layoff of employees in accordance with the Employment Standards Code, during which time you will not work for or receive wages from the Company. However, if the Company has not called you back to work within 60 days of the date of the layoff, you will receive notice of termination or pay in lieu of notice as provided for in this Agreement. Also, please note that there are no guaranteed hours for this position and Park Paving reserves the right to adjust an employee’s hours of work as it sees fit to best suit the work on hand or weather conditions.
Should you meet the conditions of employment, you will receive the wage outlined in your 2020 Offer Letter. You will be paid on a bi-weekly basis. Overtime will be paid at a rate of 1.5 times your normal hourly rate as required by the Employment Standards Code of Alberta. Your job responsibilities will include those essential functions discussed with you as well as those more specifically delineated in the job description for your position. Any wage adjustments, or remuneration, for work not outlined in the attached job description will be subject to approval, and authorization, by management. Once employed by Park Paving Ltd., you will be subject at all times to company rules and the policies and procedures outlined in our company’s Safety Manual. As part of your onboarding and orientation to the company it is expected that will you take immediate steps to review the Company’s policies, and that should you remain with the company you will also ensure to review any future amendments or additions to our policies. When you start you will not be placed on a probationary period. However, Park Paving Ltd. reserves the right to at any time impose a probationary period on an employee as a disciplinary measure or to address issues relating to job performance, during which time the Company may terminate your employment without notice or pay in lieu of notice. The Company may terminate your employment for cause at any time, without notice or pay in lieu thereof. “Cause” means any conduct which would constitute just cause at common law.
The company may terminate your employment at any time without cause by providing you with one (1) week’s notice or pay in lieu of notice (less all required deductions and withholdings) for each full year you have been employed by the Company (to a maximum of 12 weeks), and you expressly waive any right to any further notice, or pay in lieu of notice, by the Company. In no event shall you receive notice in an amount less than which would be given to you under Part II, Division 8 of the Employment Standards Code.
I understand that by agreeing to the terms and conditions of this agreement as part of the online returning employee sign-on package, I understand and accept the terms and conditions of employment as set forth in my 2020 Offer Letter, and those outlined in this agreement and understand that I am not relying on any prior statements or representations not contained within this agreement.
By agreeing to the terms and conditions of this agreement as part of the new employee sign-on package, I also declare that I am able to legally work in Alberta, and that the information I have given in my application to work for Park Paving Ltd. is truthful, complete and correct, and I make this solemn declaration conscientiously believing it to be true and knowing that it is of the same force and effect as if made under oath. I understand that if I am found to have provided any false or willfully misleading information, or have willfully concealed any information (including any injury sustained outside of work) in the process of returning to work, I may be subject to disqualification from employment consideration, or discharge if I am employed.