Employment Application
Thank you for your interest in applying to CityCARE Home Health.
The entire application can be completed online using a computer or cell phone and will take approximately 20 minutes.
Please, visit our Privacy Policy if you have questions
Frequently Asked Questions
WHAT ARE THE AGENCIES HOURS?
The Agency Office’s days and hours of operation are Monday to Sunday from 8:00 AM to 4:00 PM. We are on call 24 hours a day and 7 days a week. Unless it is an emergency please call us only during regular office hours.
WHERE ARE YOUR CLIENTS?
CityCARE Home Health services clients in all seven Connecticut counties. Fairfield, New Haven, Middlesex, New London, Windham, Hartford, Litchfield.
WHEN WILL I BE PAID?
City CARE Home Health has a standard 40-hour work week, which is Monday through Sunday, beginning on Monday at 12:01 am and ending on Sunday at 12:00 midnight. The Agency's pay period covers a 7-day timeframe, which starts at 12:01 am on the Monday and ends at 12 Midnight Sunday. Payday is every Friday and occurs 52 times a year. In order to make sure payroll is processed properly and to comply with Connecticut State Laws you must use the telephone clock in/out system. Pay checks will be ready for pickup at the Agency Office by appointment during office hours on Friday. This paycheck will include all hours worked the previous week.
HOW DO I GET A WORK ASSIGMENT?
- Work assignments for in-home employees are scheduled by the Office Manager. They are offered on the basis of services required, qualifications/expertise needed and availability of employee(s).
- Keep your contact information current with the Agency office. We must be able to reach you easily and often on short notice.
- When you receive and accept an assignment, you agree to the hours that the job requires. Should the requirements of that job change, you will be given first option of keeping that assignment, if you are willing to work within the changes. On the other hand, if you are not able to work within the new changes, another employee will be assigned.
- You may refuse an assignment but doing so does not mean a replacement assignment will become available; or, if one does, it doesn't mean that the replacement assignment will be given to you. There is no guarantee of work assignments, as requests for service are unpredictable and can be sporadic.
- Sometimes assignments come up on very short-notice. Being willing to accept these last-minute assignments and/or being available to cover for sick employees, will increase your chances of receiving assignments.
DO YOU OFFER DIRECT DEPOSIT?
Direct deposit is offered to all City Care Home Health employees. If you do not wish to receive a direct deposit, Wisely cards are available free of charge and can be funded electronically. Finally, you have the option of picking up a paper check from our office.
WHAT IS THE CLOCK IN SYSTEM?
In accordance with City CARE Home Health Policy # 6.60 - Payroll, employees shall accurately record all hours worked by clocking in/out from the clients home phone. Be sure you clock in and out accurately at the beginning and end of your work shift. Your Supervisor will review your clock in/out time before it is forwarded to payroll for processing. While we make an effort to correct any clock in/out errors which we notice, your payroll hours may not include the times you failed to punch in/out. In such cases payroll correction will be made the following week. Falsifying clock in/out times are grounds for immediate Termination of Employment.
MAY I USE MY CELL PHONE WHEN I AM WITH A CLIENT?
You are not permitted to make or accept telephone calls or texts while you are on duty at clients’ homes, unless they are from Managerial Staff, or an emergency/urgent situation develops. If you carry a cell phone with you, when you are on duty, be sure to either turn it off or put it on "vibrate" to ensure clients are not disturbed. Advise others to phone the Agency Office and leave a message, should they need to reach you, while you are on duty. The Agency Office will contact you with the message. Personal phone calls and/or texting may be done on your breaks or between assignments. Long distance calls may not be made using Agency phones, unless the call is business-related. Neither may Long distance calls be made using a client's phone.
WHAT IF I CANNOT MAKE MY ASSIGMENT?
When you are not able to work because of short-term illness or other reasons, you must contact your Supervisor, as soon as you are aware that you cannot report for duty, in order that a substitute can be arranged, if necessary. As a minimum, you are required to give at least 48-hours’ notice. If you become aware, during non-office hours, that you cannot cover your assignment(s), you must contact the Supervisor on call. If you do not contact a Supervisor and fail to report for your assignment, you will be considered a "no-show" and may be subject to disciplinary action.
JOB/EMPLOYMENT APPLICATION
CityCARE Home Health 2494 Whitney Avenue, Hamden CT 06518
PRE-EMPLOYMENT BACKGROUND CHECK AUTHORIZATION
CityCARE Home Health 2494 Whitney Avenue, Hamden CT 06518
ACKNOWLEDGMENT OF HANDBOOK
CityCARE Home Health 2494 Whitney Avenue, Hamden CT 06518
CITYCARE HOME CARE
PCA LIVE-IN RESPONSIBILITIES
EMPLOYEE NON-SOLICITATION
CityCARE Home Health 2494 Whitney Avenue, Hamden CT 06518
Department of Homeland Security
U.S. Citizenship and Immigration Services
OMB No. 1615-0047; Expires 08/31/12
Form I-9, Employment
Eligibility Verification
Instructions
Read all instructions carefully before completing this form.
Anti-Discrimination Notice. It is illegal to discriminate against any individual (other than an alien not authorized to work in the United States) in hiring, discharging, or recruiting or referring for a fee because of that individual's national origin or citizenship status. It is illegal to discriminate against work-authorized individuals. Employers CANNOT specify which document(s) they will accept from an employee. The refusal to hire an individual because the documents presented have a future expiration date may also constitute illegal discrimination. For more information, call the Office of Special Counsel for Immigration Related Unfair Employment Practices at 1-800-255-8155.
What Is the Purpose of This Form?
The purpose of this form is to document that each new employee (both citizen and noncitizen) hired after November 6, 1986, is authorized to work in the United States.
When Should Form I-9 Be
When Should Form I-9 Be Used?
All employees (citizens and noncitizens) hired after November 6, 1986, and working in the United States must complete Form I-9
Filling Out Form I-9
Section 1, Employee
This part of the form must be completed no later than the time of hire, which is the actual beginning of employment. Providing the Social Security Number is voluntary, except for employees hired by employers participating in the USCIS Electronic Employment Eligibility Verification Program (E-Verify). The employer is responsible for ensuring that Section 1 is timely and properly completed.
Noncitizen nationals of the United States are persons born in American Samoa, certain former citizens of the former Trust Territory of the Pacific Islands, and certain children of noncitizen nationals born abroad.
Employers should note the work authorization expiration date (if any) shown in Section 1. For employees who indicate an mployment authorization expiration date in Section 1, employers are required to reverify employment authorization for employment on or before the date shown. Note that some employees may leave the expiration date blank if they are aliens whose work authorization does not expire (e.g., asylees, refugees, certain citizens of the Federated States of Micronesia or the Republic of the Marshall Islands). For such employees, reverification does not apply unless they choose to present
in Section 2 evidence of employment authorization that contains an expiration date (e.g., Employment Authorization Document (Form I-766)).
Preparer/Translator Certification
The Preparer/Translator Certification must be completed if Section 1 is prepared by a person other than the employee. A preparer/translator may be used only when the employee is unable to complete Section 1 on his or her own. However, the employee must still sign Section 1 personally.
Section 2, Employer
For the purpose of completing this form, the term "employer" means all employers including those recruiters and referrers for a fee who are agricultural associations, agricultural employers, or farm labor contractors. Employers must complete Section 2 by examining evidence of identity and employment authorization within three business days of the date employment begins. However, if an employer hires an individual for less than three business days, Section 2 must be completed at the time employment begins. Employers cannot specify which document(s) listed on the last page of Form I-9 employees present to establish identity and employment authorization. Employees may present any List A document OR a combination of a List B and a List C document.
If an employee is unable to present a required document (or documents), the employee must present an acceptable receipt in lieu of a document listed on the last page of this form. Receipts showing that a person has applied for an initial grant of employment authorization, or for renewal of employment authorization, are not acceptable. Employees must present receipts within three business days of the date employment begins and must present valid replacement documents within 90 days or other specified time.
Employers must record in Section 2:
2. Issuing authority;
3. Document number;
4. Expiration date, if any; and
5. The date employment begins.
Employers must sign and date the certification in Section 2. Employees must present original documents. Employers may, but are not required to, photocopy the document(s) presented. If photocopies are made, they must be made for all new hires. Photocopies may only be used for the verification process and must be retained with Form I-9. Employers are still responsible for completing and retaining Form I-9.
For more detailed information, you may refer to the USCIS Handbook for Employers (Form M-274). You may obtain the handbook using the contact information found under the header "USCIS Forms and Information."
Section 3, Updating and Reverification
Employers must complete Section 3 when updating and/or reverifying Form I-9. Employers must reverify employment authorization of their employees on or before the work authorization expiration date recorded in Section1 (if any). Employers CANNOT specify which document(s) they will accept from an employee.
A. If an employee's name has changed at the time this form is being updated/reverified, complete Block A.
B. If an employee is rehired within three years of the date this form was originally completed and the employee is still authorized to be employed on the same basis as previously indicated on this form (updating), complete Block B and the signature block.
C. If an employee is rehired within three years of the date this form was originally completed and the employee's work authorization has expired or if a current employee's work authorization is about to expire (reverification), complete Block B; and:
1. Examine any document that reflects the employee is authorized to work in the United States (see List A or C);
2. Record the document title, document number, and expiration date (if any) in Block C; and
3. Complete the signature block.
Note that for reverification purposes, employers have the option of completing a new Form I-9 instead of completing Section 3.
What Is the Filing Fee?
There is no associated filing fee for completing Form I-9. This form is not filed with USCIS or any government agency. Form I-9 must be retained by the employer and made available for inspection by U.S. Government officials as specified in the Privacy Act Notice below.
USCIS Forms and Information
To order USCIS forms, you can download them from our website at www.uscis.gov/forms or call our toll-free number at 1-800-870-3676. You can obtain information about Form I-9 from our website at www.uscis.gov or by calling 1-888-464-4218.
Information about E-Verify, a free and voluntary program that allows participating employers to electronically verify the employment eligibility of their newly hired employees, can be obtained from our website at www.uscis.gov/e-verify or by calling 1-888-464-4218.General information on immigration laws, regulations, and procedures can be obtained by telephoning our National Customer Service Center at 1-800-375-5283 or visiting our Internet website at www.uscis.gov.
Photocopying and Retaining Form I-9
A blank Form I-9 may be reproduced, provided both sides are copied. The Instructions must be available to all employees completing this form. Employers must retain completed Form I-9s for three years after the date of hire or one year after the date employment ends, whichever is later.Photocopying and Retaining Form I-9Form I-9 may be signed and retained electronically, as authorized in Department of Homeland Security regulations at 8 CFR 274a.2.
Privacy Act Notice
The authority for collecting this information is the Immigration Reform and Control Act of 1986, Pub. L. 99-603 (8 USC 1324a).
This information is for employers to verify the eligibility of individuals for employment to preclude the unlawful hiring, or recruiting or referring for a fee, of aliens who are not authorized to work in the United States.
This information will be used by employers as a record of their basis for determining eligibility of an employee to work in the United States. The form will be kept by the employer and made available for inspection by authorized officials of the Department of Homeland Security, Department of Labor, and Office of Special Counsel for Immigration-Related Unfair Employment Practices.
Submission of the information required in this form is voluntary. However, an individual may not begin employment unless this form is completed, since employers are subject to civil or criminal penalties if they do not comply with the Immigration Reform and Control Act of 1986.
Paperwork Reduction Act
An agency may not conduct or sponsor an information collection and a person is not required to respond to a collection of information unless it displays a currently valid OMB control number. The public reporting burden for this collection of information is estimated at 12 minutes per response, including the time for reviewing instructions and completing and submitting the form. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to: U.S. Citizenship and Immigration Services, Regulatory Management Division, 111 Massachusetts Avenue, N.W., 3rd Floor, Suite 3008, Washington, DC 20529-2210. OMB No. 1615-0047. Do not mail your completed Form I-9 to this address.
Acknowledgment of Employee Guidelines
CityCARE Home Health 2494 Whitney Avenue, Hamden CT 06518
ACKNOWLEDGEMENT OF HIPPA AND UNIVERSAL PRECAUTIONS TRAINING
CityCARE Home Health 2494 Whitney Avenue, Hamden CT 06518