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H-53-Rehire <br /> Former employees who left NSMT in good standing and were classified as eligible for rehire <br /> may be considered for reemployment. An application must be submitted to the Human Resource <br /> department, and the applicant must meet all minimum qualifications and requirements of the <br /> position, including any qualifying exam, when required. <br /> Approval must be obtained from the Human Resource director or designee prior to rehiring a <br /> former employee. Rehired employees begin benefits just as any other new employee. Previous <br /> tenure will not be considered in calculating longevity, leave accruals or any other benefits. <br /> An applicant or employee who is teiniinated for violating policy or who resigned in lieu of <br /> termination from employment due to a policy violation will be ineligible for rehire. <br /> FI-54-Performance Appraisals <br /> Performance appraisals are conducted on an annual cycle. Employees will receive a performance <br /> review on the established date each year. The performance appraisal will be discussed, and both <br /> the employee and manager to ensure that all strengths, areas for improvement and job goals for <br /> the next review period have been clearly communicated. Performance evaluations will be <br /> retained in the employee's personnel file. <br /> Merit increases are based on company performance and financials and are not guaranteed. A <br /> performance review does not always result in an automatic salary increase. The employee's <br /> overall perfoiinance and salary level relative to his/her position responsibilities are evaluated to <br /> determine if a salary increase would be warranted. <br /> Merit increases percentages are planned for and allocated before the start of each calendar year. <br /> The annual salary increase program is designed to assist management in planning and allocating <br /> merit and promotional increases that reward individual performance, that are market competitive <br /> and that are internally equitable. <br /> Salary adjustments are occasionally requested or warranted at times other than the employee's <br /> scheduled annual salary reviews. Out-of-cycle salary increases must be preapproved by the HR <br /> Director and the company CEO. Human Resources will review all salary increase/adjustment <br /> requests to ensure internal equity and compliance with company policies and guidelines. <br /> Merit increases in pay, if any, are deemed to be confidential matters between the company and <br /> each employee and are not to be discussed among employees. <br /> H-55-Compensation <br /> 1. North State Medical Transport will not pay wages to any employee at a rate less than the <br /> company pays employees of the opposite sex for work that is substantially equivalent <br /> requiring comparable skills. <br /> 2. Any oversight noticed in this area by any North State Medical Transport Employee will be <br /> 42 <br />