It is the policy of Evolve Community Services, LLC to clearly identify those conditions that exists for hire when an applicant accepts employment with our Agency, and we maintain employee information in an organized, safe manner within Evolve Community Services, LLC personnel file system, in compliance with state, local and federal regulation. 



All applicants applying for positions will be considered based upon their educational background and experience for the position they are applying for.

Massachusetts Equal Pay Law: The Massachusetts Equal Pay Act prohibits all public and private employers from discriminating in any way in the payment of Comparable Work, Working Conditions, and /or Wagesas between the sexes and from paying any employee less than the rate paid to employees of the opposite sex work of life or comparable character or work on like or comparable operations (MA Stat. Ch. 149 Sec. 105A et seq.). Retaliation against employees who make complaint under the Act of participate in the investigation or hearing of claims under the Act is prohibited.

Comparable Workis defined as: work that is substantially similar skill, effort and responsibility and is performed under similar working conditions; provided, however, that job title or job description alone shall not determine comparability.

Working Conditions:shall include the environmental and other similar circumstances customarily taken into consideration in setting salary or wages, including, but not limited to, reasonable shift differentials, and the physical surroundings and hazards encountered by employees performing a job

Wages: shall include all forms of remuneration for employment.

 Our Agency will not pay wages to any employee at a rate less than the Agency pays employees of the opposite sex for work that is substantially equivalent requiring comparable skills.

MAINTAINING PERSONAL FILES: Designated agency staff will maintain accurate, complete & current individual personnel files for agency staff, direct hire & contracted, at our office location.

 Each direct hire employee will have two separate personnel files (one general & one confidential), which will house the criminal and health information.

The confidential personnel file will only be assessed by Agency Management staff.

Documents will be filed timely in the individual’s personnel file.




  1. A completed application, including employment history, identifying info (name, address, etc)
  2. Resume
  3. Two references
  4. Criminal Background Check search acknowledgement
  5. In-person Interview with an Agency hiring personnel
  6. OIG Fraud Check (LEIE) (on hire & annually if accept any type of government funds for services http://exclusions.oig.hhs.gov/)



All applicants hired will receive an Offer letter and:

  1. Verification of training (if applies)
  2. Signed I-9 form (with appropriate identification)*
  3. Criminal History Check
  4. Copy of state driver’s license
  5. Copy of auto liability insurance
  6. Statement of driving status
  7. Copy of state license to practice (professionals) verified by hiring staff
  8. CPR card copy
  9. W-4/ Social Security card copy
  10. Availability form
  11. Oriental Instruction page
  12. Conflict of Interest form
  13. Confidentiality Statement signed
  14. Signed HIPAA Privacy Statement
  15. Incident Statement signed
  16. Signed Do’s & Don’t (direct service staff)
  17. MA “New Hire” form

*I-9 Form is a mandatory on-hire form required to establish that the employee is authorized to work in this country. You have the option to E-Verify. For more information about E-Verify, go to the following webpage; https://www.uscis.gov/e-verify

I-9 forms, and the documents that support them, may be kept on paper or electronically and must be made available to government officials for inspection within 3 days of the request.

Agencies will maintain employees I-9 forms for the later of the following: 3 years from the date of hire or 1 year past employee’s termination date.