Employee Guidelines Quiz
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Questions and Answers

Under what circumstances is an employee considered to have voluntarily quit?

  • Being absent two consecutive days without notifying the home manager. (correct)
  • Failing to show up for work without calling in sick.
  • Being late more than three times in a 30-day period.
  • Being absent for more than two days due to illness without a doctor's note.

    • What action is taken if an employee is more than one hour late?

  • The employee will receive a warning.
  • The employee will be terminated immediately.
  • The employee will be placed on probation.
  • The employee may be removed from the schedule for the rest of the shift. (correct)

    • Which of these is considered a no call, no show?

  • An employee does not report to work or call in sick. (correct)
  • An employee is absent due to a family emergency without providing any documentation.
  • An employee arrives late without any prior notice.
  • An employee is absent for more than two days due to illness without a doctor's note.

    • What is the timeframe for reporting a suspected instance of abuse to the resident's designated representative and responsible agency?

    <p>Within 24 hours (A)</p> Signup and view all the answers

    What is the consequence for exceeding the limit of no call/no shows?

    <p>Disciplinary action, which may include termination. (D)</p> Signup and view all the answers

    When is a written report of suspected abuse NOT required?

    <p>When the suspected abuse has already been reported to law enforcement (C)</p> Signup and view all the answers

    What is the required documentation for an absence exceeding two days due to illness?

    <p>A doctor's note detailing diagnosis, days absent and ability to return to work. (B)</p> Signup and view all the answers

    What is the primary purpose of the guidelines regarding the acceptance of gifts?

    <p>To ensure that all decisions are made solely on merit and in the best interests of residents. (A)</p> Signup and view all the answers

    Which of the following types of abuse MUST be reported to law enforcement agencies?

    <p>Sexual assault by a staff member against a resident (A)</p> Signup and view all the answers

    Which of the following can employees accept from family members of residents during the Christmas season?

    <p>Nominal gifts of modest value. (C)</p> Signup and view all the answers

    What is the consequence for a person who makes a report of abuse?

    <p>They are protected from dismissal or any other penalty unless they are responsible for the abuse (D)</p> Signup and view all the answers

    What is the appropriate action for an employee who receives a gift?

    <p>Report the gift to their home manager for guidance. (B)</p> Signup and view all the answers

    What organization is ultimately responsible for investigating and taking action on reported abuse?

    <p>The Department of Consumer &amp; Industry Services (B)</p> Signup and view all the answers

    Besides reporting to appropriate agencies, what other steps are required when suspected abuse occurs?

    <p>The licensee/administrator must inform the resident's designated representative and the responsible agency (B)</p> Signup and view all the answers

    What is the timeframe for filing a written report of suspected abuse with law enforcement?

    <p>Within 72 hours (D)</p> Signup and view all the answers

    What type of abuse is NOT required to be reported to law enforcement agencies?

    <p>Assault and battery by a resident against another resident (C)</p> Signup and view all the answers

    What does Mom's Healing Hands do regarding employees who may have used marijuana on the premises?

    <p>An incident report is filed. (D)</p> Signup and view all the answers

    What is NOT a stated purpose of Mom's Healing Hands' substance screen policy?

    <p>Increase the number of qualified applicants to staff the home. (C)</p> Signup and view all the answers

    What procedure is required for an employee who is resigning from Mom's Healing Hands?

    <p>Attend a mandatory exit interview. (A), Return all company property. (C)</p> Signup and view all the answers

    What is the policy regarding employees and alcoholic beverages?

    <p>Employees are prohibited from possessing, consuming, or carrying alcoholic beverages on Mom's Healing Hands property or in employer vehicles. (D)</p> Signup and view all the answers

    What action is prohibited for an employee who has made a complaint of sexual harassment?

    <p>The employee is prohibited from being retaliated against for making the complaint. (B)</p> Signup and view all the answers

    What is the stated purpose of the substance screen policy?

    <p>To create a more productive and drug-free work environment. (A), To protect the safety of residents and staff. (C)</p> Signup and view all the answers

    What type of substance screen is Mom's Healing Hands allowed to conduct?

    <p>Any of the above. (D)</p> Signup and view all the answers

    What does the term "retaliated against" mean in the context of sexual harassment complaints?

    <p>Being subject to any form of negative treatment as a result of reporting sexual harassment. (A)</p> Signup and view all the answers

    Who is responsible for fostering a workplace free from sexual harassment, according to this policy?

    <p>The employer (A)</p> Signup and view all the answers

    What is recommended for someone who believes they have been subjected to sexual harassment?

    <p>Contact their home manager or administration (A)</p> Signup and view all the answers

    In the case of a minor infraction or performance issue, what is the initial disciplinary action taken?

    <p>Verbal Warning (B)</p> Signup and view all the answers

    What does the policy state about confidentiality during the investigation process?

    <p>Confidentiality will be maintained as much as possible, but may be compromised in certain situations. (C)</p> Signup and view all the answers

    When a written warning is issued, what is the purpose of the Plan of Action included in it?

    <p>To outline details of the infraction and expected improvements. (C)</p> Signup and view all the answers

    What is the primary focus of the investigation process, according to this policy?

    <p>To gather evidence and ensure a fair and impartial process (B)</p> Signup and view all the answers

    Which of the following is NOT mentioned as a step in the investigation process?

    <p>Mediating a settlement between the complainant and the alleged harasser (B)</p> Signup and view all the answers

    If an employee receives a final written warning and fails to meet the Plan of Action requirements, which of the following consequences might they face?

    <p>Unpaid suspension or probation. (A)</p> Signup and view all the answers

    According to the policy, what is the purpose of documenting the disciplinary actions?

    <p>To create a record of the employee's performance and behavior. (C)</p> Signup and view all the answers

    Who is considered a potential target of sexual harassment, according to this policy?

    <p>Anyone associated with the organization, including clients, vendors, and visitors (D)</p> Signup and view all the answers

    What does the policy state about the employer's responsibility regarding sexual harassment?

    <p>The employer is responsible for preventing and discouraging sexual harassment. (A)</p> Signup and view all the answers

    What is the main objective of the Disciplinary Actions Policy, as stated in the document?

    <p>To establish clear and consistent guidelines for employee conduct and performance. (B)</p> Signup and view all the answers

    According to the policy, how should disciplinary actions be taken?

    <p>In a way that ensures consistency and fairness towards all employees. (A)</p> Signup and view all the answers

    What is the purpose of reducing witness statements to writing?

    <p>To provide a formal record of the investigation process (A)</p> Signup and view all the answers

    What is implied in the policy about the company's approach to addressing employee issues?

    <p>The company prioritizes addressing concerns and supporting employee improvement. (A)</p> Signup and view all the answers

    When can management bypass the steps outlined in the policy?

    <p>When an employee's actions jeopardize the safety of residents, staff, or the organization. (D)</p> Signup and view all the answers

    An employee will be required to sign the Statement of Driver Responsibility if they are:

    <p>In compliance with the Uniform Policy for Staff and Drivers. (A)</p> Signup and view all the answers

    What is the consequence for an employee who has accumulated 9 or more points on their driving record within two years?

    <p>They will not be permitted to drive employer vehicles. (A)</p> Signup and view all the answers

    Which of the following circumstances would NOT automatically disqualify an employee from driving employer vehicles?

    <p>Three at-fault accidents within three years, not resulting in a conviction. (B)</p> Signup and view all the answers

    What action must an employee take if they receive a traffic ticket while driving their personal vehicle for work purposes?

    <p>Report the ticket to their supervisor immediately. (B)</p> Signup and view all the answers

    Which statement accurately describes the company's policy regarding employees with physical or mental disabilities?

    <p>Only employees with disabilities that pose a threat to public safety are prohibited from driving. (D)</p> Signup and view all the answers

    Who has the authority to modify, add or delete provisions from the Uniform Policy for Staff and Drivers?

    <p>Mom's Healing Hands (the employer). (D)</p> Signup and view all the answers

    If an employee is found to be 'not in compliance' with the Uniform Policy for Staff and Drivers, what must they do?

    <p>Provide a written explanation for the non-compliance on the Statement of Driver Responsibility. (A)</p> Signup and view all the answers

    Where are the employee driving records maintained?

    <p>As part of the employee's personnel file. (B)</p> Signup and view all the answers

    Flashcards

    Verbal Warning

    An initial disciplinary action for minor infractions or performance issues requiring communication of concerns.

    Written Warning

    A formal notice issued when an issue persists, detailing the concern and expectations for improvement.

    Plan of Action

    A collaborative plan created to outline steps for improvement and set a timeline for the employee.

    Excessive Tardiness

    Being late more than three times in 30 days.

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    Final Written Warning

    The last formal warning issued before serious consequences, indicating continued issues.

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    No Call / No Show

    Absence without notification or reporting.

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    Consequences of Absenteeism

    Being absent more than one day in a month leads to termination.

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    Unpaid Suspension

    Temporary removal from work without pay due to ongoing violations or severe issues.

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    Probation

    A period for closely monitoring employee performance after a final warning; failure can lead to termination.

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    Voluntary Quit

    Missing two consecutive days without reporting counts as quitting.

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    Termination

    The act of ending an employee's employment for severe violations or repeated issues.

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    Doctor's Note Requirement

    Absences over two days need a doctor's statement within 7 days.

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    Fairness and Consistency

    Principles ensuring disciplinary actions are applied equally and justly for all employees.

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    Gifts from Clients

    Employees should not accept gifts from clients to ensure ethical standards.

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    Nominal Gifts Exception

    Acceptance allowed during Christmas from residents' families, limited value only.

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    Notify Home Manager

    Employees must inform their manager about any gift received.

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    Abuse Reporting Requirement

    Licensee must report suspected abuse orally and in writing immediately.

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    Reporting Timeframes

    Oral report to law enforcement within 24 hours; written report within 72 hours.

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    Confidentiality of Reports

    Reports of abuse are confidential unless consented or by court order.

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    Protection for Reporting

    Persons reporting abuse cannot be penalized unless they caused the abuse.

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    Types of Abuse to Report

    Includes assault, murder, and sexual misconduct to law enforcement.

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    Exclusions from Reporting

    Assault by a resident against another resident does not require law enforcement report.

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    Licensee Responsibility

    Licensee must report abuse to Department of Consumer & Industry Services.

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    Legal Reporting Agencies

    Reports must go to law enforcement agency or state police for suspected abuse.

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    Retaliation Policy

    No one will be punished for reporting sexual harassment or participating in investigations.

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    Resignation Procedure

    Notify the home manager when leaving to arrange final paycheck.

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    Exit Interview

    A meeting conducted with employees during their departure to discuss their experience.

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    Substance Screen Policy

    Mandatory drug tests to maintain a drug-free environment.

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    Drug-Free Workplace

    No possession or use of drugs or alcohol during work hours or on property.

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    Medication Policy

    Only prescribed medications are allowed; no illegal substances.

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    Marijuana Policy

    Marijuana is prohibited on premises for client safety.

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    Safety Goals

    Aims to reduce accidents, increase morale, and assure productivity.

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    Sexual Harassment Definition

    Unwanted or inappropriate behavior of a sexual nature affecting a person’s work environment.

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    Employer Responsibility

    The employer must maintain a workplace free from sexual harassment.

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    Complaint Encouragement

    Workers who face harassment should report incidents to a manager or administration.

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    Investigation Process

    The employer must conduct a prompt and impartial investigation of harassment claims.

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    Confidentiality Importance

    Confidentiality during investigations should be maintained as much as possible.

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    Witness Interviews

    Witnesses identified in complaints will be interviewed and their statements recorded.

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    Complainant Protection

    The organization must protect those who complain from retaliation.

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    Document Review

    All documentary evidence related to the complaint will be reviewed during the investigation.

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    Suspended License

    A driving license that is currently not valid, prohibiting driving.

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    At Fault Accidents

    Accidents where the driver is found responsible; three in three years disqualifies driving for employers.

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    Points Accumulation

    Accumulating 9 or more driving violation points within two years leads to disqualification.

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    Six Point Violation

    A severe traffic violation resulting in 6 points against driving record, disqualifying the driver.

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    Felonious Use of Vehicle

    Using a vehicle for illegal activities, disqualifying a driver from employer vehicles.

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    Impairment Drinking Driving

    Operating a vehicle under the influence of alcohol or drugs, resulting in disqualification.

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    Medical Evaluation

    Determination of a driver’s competency through medical opinion due to physical or mental conditions.

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    Driver Responsibility Statement

    An agreement where employees acknowledge the need for a safe driving record for job performance.

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    Study Notes

    Personnel Policies - Mom's Healing Hands

    • Purpose: To provide a home-like setting for semi-independent living consumers, maximizing their social and psychological growth.

    • At-Will Employment Status: Employment is "at-will," meaning either party can terminate the relationship with or without cause and notice. Employment actions are the sole discretion of the employer.

    • Equal Employment Opportunity Statement: The organization adheres to equal opportunity employment practices, not discriminating based on race, color, religion, national origin, age, sex, handicap, marital status, height, or weight.

    • Management Rights: The organization reserves the right to hire, terminate, suspend, assign tasks, and discipline employees (includes work hours adjustments).

    • Dress Code: Employees must wear scrubs as the uniform. Scrub hats are permitted, but casual or non-professional headwear is not. Footwear must be appropriate for the job.

    • Qualifications (Administrators): Must have a high school diploma, at least a year of experience working with residents in the program, and be suitable for the emotional, social, mental needs of residents. Other specific qualifications may exist depending on job title.

    • Qualifications (Direct Care Staff): Must fulfill specific requirements including care, supervision, and record keeping for residents.

    • Personnel File: Includes employee applications, tax forms, education, experience, work schedules, job performance evaluations, reprimands, and other discipline-related information. Employees are required to report any changes in their personal status (address, etc.).

    • Disciplinary Actions Policy: Includes verbal warnings, first and final written warnings, suspensions, and terminations for performance issues, violations, serious misconduct that jeopardizes resident/staff safety.

    • Job Descriptions: Include essential functions, classifications, responsibilities, duties and title of immediate supervisor. Job duties can change without prior written notice and do not have to be documented in a write-up.

    • Promotions: Promotions are based on a candidate's qualifications and Mom's Healing Hands judgment. Employees can apply in writing to their home manager for promotion consideration.

    • Work Schedules: Work schedules must adhere to required licensing regulations, which may include overtime compensation.

    • Training and Development Policy: Employees must complete any state-mandated and in-house training, adhere to standards.

    • Time Sheets: Employees must use time sheets to accurately record all hours worked. All work must be on the clock, and accurate signing in and out is mandatory according to the schedule. Walk-throughs are required for some shifts. Employees must request approval for additional hours worked outside of the schedule.

    • Absences, No Call, No Show, and Tardiness: Any absence must be reported in advance, if not, will be considered a "walk-off." Excessive tardiness or absenteeism can result in termination.

    • Acceptance of Gifts and Loans: Acceptance of gifts from clients or residents is discouraged, with exceptions for modest Christmas gifts from family members.

    • Telephones: Employee use of telephones at the facility is restricted to business or emergency situations. Personal calls during working hours are prohibited, except during breaks.

    • Visitors: Only authorized personnel and visitors will be allowed in the home. This must be documented in a logbook.

    • Other Employment: Employees are prohibited from holding other jobs that compete with Mom's Healing Hands.

    • Media Releases: Release of information regarding residents to media is prohibited without an approval from the Executive Director.

    • Media Releases: Employees are prohibited from disclosing resident information to the outside without prior approval.

    • Inspection of Containers: Mom's Healing Hands will inspect containers and packages leaving the facility.

    • Employee Honesty and Integrity: Employees are responsible for maintaining the highest ethical standards and reporting any violations observed by others.

    • Health and Safety: Safety is the responsibility of every staff member. Any accidents or injuries must be reported to the home manager immediately. Workplace safety and health standards must be followed.

    • Leaves of Absence: Medical/maternity leaves are granted at the discretion of Mom's Healing Hands, adhering to specified guidelines and durations.

    • Resident Rights: Residents have rights concerning discrimination, religious practices, confidentiality, contact with others, community activities, and personal possessions.

    • Incidents and Accidents: Incidents and accidents requiring hospitalization, incidents involving violence, destruction of property, etc., must be reported to the administrator/home manager.

    • Resident Absent Without Notice: If a resident is absent without notifying management, procedures are to be followed.

    • Abuse Reporting: All suspected cases of abuse must be reported immediately to management.

    • Sexual Harassment Policy: The policy prohibits any form of sexual harassment by any employee/resident/visitor/employee.

    • Resignation: Proper notice and protocol is required per company rules.

    • Exit Interviews: Conducted for all departing staff.

    • Substance Screen Policy: Employees may be required to undergo substance screens during employment. Employees must submit to proper documentation for drug use, or illegal drugs.

    • Driver Responsibility Statement: Employees must complete a written statement detailing their understanding and compliance with driving policies and procedures

    • Dockable Events: These are reasons for disciplinary action in regards to failing to properly complete tasks regarding progress notes and time sheets, or dress code violations.

    • Military leave: Must comply with military leave requirements and guidelines.

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    Related Documents

    Mom's Healing Hands Personnel Policies 2025 PDF

    Description

    Test your knowledge on employee guidelines related to quitting, reporting absences, suspected abuse, and accepting gifts. This quiz covers key topics that every employee should be aware of to ensure compliance with workplace policies. Prepare to assess your understanding of important regulations and practices.

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