We have taken the headache out of searching and creating the necessary forms to successfully run a home health company. I cannot express how much time and engery Home Health Forms has saved me. I cannot imagine trying to sit down and create pages worth of documents. Employee Orientation is critical to a successful agency and a large requirement to meet accreditation standards. The front page of our employee handbook contains the following text: Upon receipt of this handbook employees must familiarise themselves with its content and follow the guidelines set out to comply with Our safe working practices.
If any part of this document is not clearly understood the reader should contact a manager or supervisor who will be able to clarify and offer further explanation. Once an employee has read and understood this handbook, they should complete and hand the acceptance form to a manager or supervisor. The acceptance form will remain in the relevant personnel file for the duration of employment.
The rear cover of the handbook contains the employee acceptance form which is listed below: Employee health and safety handbook Acceptance form By signing this acceptance form you are agreeing that you have familiarised yourself with the content of this employee health and safety handbook and agree to follow the guidelines set out to comply with Our safe working practices.
Please date, sign and print name below and then hand this acceptance form to your supervisor or manager where it will be placed and remain in your personnel file for the duration of your employment. This means, as an employee of Take Care, the employee may terminate his or her employment at any time, for any reason, or no reason, and the company has the same right. This Employee Handbook or any other employment policy or form, is not intended to create a contractual relationship with the employee.
This lack of guarantee and lack of employment contract also applies to other benefits, working conditions, and privileges of employment with Take Care.
Take Care provides equal employment opportunities EEO to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws.
Take Care complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Take Care expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Take Care employees to perform their expected job duties is absolutely not tolerated. The Americans with Disabilities Act ADA and the Americans with Disabilities Amendments Act ADAAA , are federal laws that prohibit employers with 15 or more employees from discriminating against applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.
It is the policy of Take Care to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission EEOC. Furthermore, it is our company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions, and privileges of employment.
Contact Human Resources with any questions or requests for accommodation. Take Care does not believe it is necessary to have a third party intervene between the corporation and our employees. Take Care relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented. Any misrepresentation, falsifications, or material omissions in any of this information or data may result in exclusion of the individual from further consideration for employment at any time during the hiring process, or, if the person has been hired, termination of employment may occur.
Human Resources reviews all application and reference information that has been verified. Those selected for further consideration are contacted and scheduled for a personal interview. After the interview, Human Resources will determine if the applicant will be hired. If hired, an appointment will be made with the future employee for orientation training in the Take Care office.
Safe working environment policies are in effect for all Take Care employees. In compliance with these policies, at the time of acceptance of a conditional offer of employment, the new employee will also be required to satisfy the following conditions of employment:. As part of the hiring process, the employee will sign a notarized affidavit to initiate the background check, as stated in Florida Statutes Section If disposition information is missing on the criminal record, it is the responsibility of the person being checked to obtain and supply the missing information within 30 days.
Failure to do so will result in automatic disqualification of employment. Take Care may not use this background information for any purpose other than determining that the employee meets minimum standards of good moral character for home health agency personnel.
These standards as established by the Agency for Health Care Administration ensure that all home health employees have not been found guilty of, regardless of adjudication, or entered a plea of guilty to any offenses prohibited under any of the provisions of Florida statutes as included in the employment application.
This orientation process may include the following orientation sessions: Human Resources, Clinical, and Safety. Orientation is paid to new field employees at minimum wage. Applicants and candidates for employment with Take Care are expected to provide complete and accurate information regarding their background, employment history, credentials, and qualifications for employment. If, following employment, Take Care learns that an employee intentionally provided false or misleading information, or intentionally omitted pertinent information regarding essential background, employment history, credentials or qualification for employment, Take Care may discipline the employee up to and including termination, regardless of the time elapsed before the discovery.
For purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. Take Care hires qualified relatives of employees if the employment does not create an actual or perceived conflict of interest.
If a supervisor is placed in a position of supervising a relative, the supervisor is responsible for using good judgment and impartiality in all decisions affecting the relative.
Employees and former employees must refer all such inquiries to Human Resources. Human Resources will only respond to reference check inquiries that are submitted in writing. Take Care employees are designated as either non-exempt or exempt under federal law and state wage and hour laws. In addition to the above classifications, each employee will belong to one of the following categories:.
Overtime work may be available. Overtime is paid according to State and Federal regulations for non-exempt employees and is based on actual hours worked. For purposes of performing overtime calculations, time off for PTO paid time off , holidays, or any other leave of absence will not be considered hours worked. Any unapproved absence will be considered an unexcused absence.
If planning to take time off, the employee must fill out a Notification of Days Off form located in every Take Care office and give to Human Resources or the Office Coordinator. If an employee suspects he or she is ill, the employee must immediately call to the Take Care office. Employees who are sick with a communicable illness should not report to work until the risk of infecting others has passed and they are able to satisfactorily perform their job duties.
Communicable illnesses for purposes of this policy are those such as colds, flu, measles, mumps, and chicken pox, etc. Such communicable illnesses are transmitted by the spread of viruses and bacteria in airborne droplets through coughing and sneezing, and by touching and hand contact on shared items. If the illness does not pose a risk to co-workers or clients, and if the employee can perform the job duties with or without reasonable accommodation, the employee is encouraged to discuss t heir return to work with Human Resources.
All employees are expected to be at their assigned shift ready to work on time, and are expected to work the exact scheduled time. If an employee is late or expects to be late for any reason, the employee is required to notify Take Care Scheduling as soon as possible. Failure to do so may result in disciplinary action. If a client wishes to alter the shift time, the client must call to Take Care Nursing. Caregivers are not to leave shift at any time other than what is scheduled unless the caregiver has spoken with Take Care Nursing and received approval while still on shift.
Unexcused tardiness or leaving early without approval will not be tolerated and will result in disciplinary action up to and including possible termination. If an employee has an emergency and will not be able to report to work, the employee must notify the Supervisor whether during business hours or during afterhours with as much advance notice as possible prior to their scheduled start time preferably at least 8 hours prior.
If an employee suspects he or she is ill, immediately call to the Take Care office. All employees are expected to be at their assigned work station ready to work on time, and expected to work the exact scheduled time.
If the employee is late or expects to be late for any reason, the employee is required to notify the Take Care Supervisor as soon as possible. Office Employee time worked is reported via ADP input and must be completed by the end of every work week. Failure to report time worked for any employee will result in a delayed paycheck.
Take Care utilizes electronic visit verification through a telephony system. This is a requirement of the job. Accurately recording time worked is the responsibility of each employee. Falsifying information on Take Care documentation will result in disciplinary action. An employee falsifying time worked will be placed on probation or terminated. Federal and State laws require Take Care to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked over that which is scheduled must be pre-approved by the client and confirmed by an RN Clinical Supervisor or by a Triage Nurse if after hours.
Overtime work must always be pre-approved before it is performed. If the telephony system should fail and not by user error , time slips and additional documentation such as ADLs will be required. In addition, in special circumstances where a client does not permit the use of their phone, time slips and paper ADLs will be required.
That documentation is to be submitted to a Take Care office by AM every Monday and must be submitted following the guidelines below:. Separate Time Slips must be filled out for each client during each time period, including couple care. Employees should accurately record the time they begin and end their work. Each Time Slip must be signed by the Employee and by the Client or their representative.
Falsifying information will result in disciplinary action. An instructional guide is provided to each employee. The employee is required to complete a detailed mileage log form, which includes the specific addresses and verified Google Maps mileage on the Take Care Mileage Log. Mileage reports will only be honored for one month following the period in which the mileage was incurred.
One mileage log is to be completed per client. If traveling out of the area on Take Care business, Take Care will pay reasonable pre-approved transportation costs, lodging and meal expenses. Some expenses may be prepaid by Take Care such as airline tickets and other expenses will be reimbursed upon return such as hotel and meals.
Receipts must be obtained for all expenses to be reimbursed. Example: RN travels to potential client home for a courtesy visit. If an Office Hourly Employee is asked to go to the Field, then they are reimbursed for miles from and to the Take Care office to the client or errand location. Those are reimbursable miles.
Example: CG is asked to come to a Take Care office to pick up equipment. Take Care employees are paid weekly on Fridays. Each paycheck will include earnings performed through the end of the previous payroll period. A payroll period starts and ends at a.
Paychecks are generally available between a. In the event that a payday falls on a holiday, payday information will be posted for employees in each office. The privilege of direct deposit will be forfeited if this requirement is not fulfilled. Take Care takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday.
In the unlikely event that there is an error in the amount of pay, the employee should bring the discrepancy to the attention of Payroll by calling the Sarasota Take Care Office. If corrections are warranted, they will be processed in a timely manner. Live paychecks must be cashed within 6 months of issuance. Take Care will make one attempt to contact the employee before the paycheck is cancelled. All cancelled paychecks will be sent to the Florida Department of Financial Services as unclaimed property after one year.
Live paychecks that are cashed prior to the actual check payday will incur an early cashing fee. Take Care employees may have their pay directly deposited into their bank accounts if they provide advance written authorization to Take Care. Employees will receive an itemized statement of wages when their pay is direct deposited. The itemized statements of wages must be routinely picked up at the Take Care office every 3 weeks or the privilege of direct deposit will be forfeited.
Take Care employees will receive their last payment in a form of a check. The employee must be in good standing until the very last day to receive their last payment via Direct Deposit. This will be on a discretionary basis. Take Care establishes an employee file when employment begins. It is important that accurate employment records be kept for each employee. Take Care uses continuous performance evaluation and feedback to keep employees informed of their performance and to offer guidance for clarifying and reaching position goals.
Performance feedback may be given in two formats: verbally or in writing. Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies.
Employees also have the responsibility to perform their duties to the best of their ability and to the standards as set forth in their job descriptions or as otherwise established.
Take Care supports the use of progressive discipline to address issues such as poor work performance or misconduct. Our progressive discipline policy has been designed consistent with our organizational values, HR best practices and employment laws.
Take Care reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including verbal and written warnings, suspension with or without pay, demotion and termination. It may be necessary for Take Care to take disciplinary action against an employee. The severity of the disciplinary action depends on the nature of the offense.
Discipline may range from a verbal warning s , to a written warning s , to temporary suspension from work, or to immediate termination. Outlined below are the steps of our progressive discipline policy and procedure. Take Care reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense.
The level of disciplinary intervention may also vary. These categories of termination are defined below. Employees who voluntarily separate their employment are urged to give a minimum of two weeks written notice four weeks for Clinical Supervisors and six weeks for all Clinical Directors and Administrators prior to the separation date. This will be an opportunity to give feedback concerning employment at Take Care. Take Care may, in its sole discretion, reassign or transfer an employee.
An employee may be asked to accept a reassignment to assist Take Care when the need arises. Reassignment may be used as an alternative to termination in instances in which a recently promoted employee cannot adequately perform new job duties after a sufficient trial period has elapsed. Any medical, personal, and social information about a client or employee and also proprietary information regarding the operation of our business that is not generally known or disclosed to the public are confidential.
Confidential information may only be discussed with employees who have a work-related need to know. Employees will not discuss confidential information with any persons outside of Take Care. Clients should not be discussed with family, friends, or other clients. Failure to protect confidential information is a serious offense. An employee who violates this policy is subject to disciplinary action, up to and including termination. An actual or potential conflict of interest occurs when a Take Care employee is in a position to influence a business decision by Take Care or by a client of Take Care that may result in a personal gain for that employee or for a relative of any employee.
For the purpose of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose the existence of any actual or potential conflict of interest to the CEO or President of Take Care, as soon as possible, so that safeguards can be established to protect all parties.
An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with Take Care. No employee may conduct personal business during working hours either at a Take Care office or if the employee works remote.
No Take Care equipment may be utilized to conduct personal business. Field Employees are required to wear scrubs at all times unless otherwise instructed. As professionals, first impressions can be lasting ones. This means that although a suit and tie is not required every day, a professional appearance is required every day. Safety needs to be taken into consideration when it comes to footwear. This includes safe footwear if the employee is going out to see clients and performing such tasks as transfers.
Employees need to make sure their footwear is sturdy no open back shoes. The above is provided for guidance. If there are additional questions, employees should talk with their manager. Please restrict any smoking to the designated area outside of all Take Care offices please see Human Resources for instruction. Smoking is not permitted while on shift under any circumstances. Please refrain from smoking immediately before shift. Equipment essential to job duties may be expensive and difficult to replace.
When using equipment owned by Take Care or the client, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines. Please notify the office if any equipment appears to be damaged, defective or in need of repair. This pertains to all damages, regardless of size.
Employee will not be expected to pay for damages resulting from an accident, which occurs in the normal course of work. Employees are not permitted to place personal cell phone calls or receive personal cell phone calls while working for a client.
Our preference is that employees do not take their personal cell phone on shift. Making or receiving personal calls is an inappropriate distraction, along with texting.
Employees who violate this policy will receive disciplinary action up to and including possible termination. If a family member needs to reach an employee because of an emergency, the family member should call the main Take Care number. Using simple language and hundreds of drawings, the book provides information about recognising, treating and preventing common illnesses and injuries.
But it is far more than simple first aid information. It covers a wide range of subjects that affect the health of the villager - from diarrhoea to tuberculosis, from helpful and harmful home remedies to the cautious use of certain modern medicines. Special importance is placed on cleanliness, a healthy diet, vaccination, childbirth PDF and family planning.
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