Mom's Healing Hands Employment Guidelines Quiz

Personnel Policies at Mom's Healing Hands

• Purpose: Provide a home-like setting for semi-independent living consumers. The goal is to maximize residents' social and psychological growth in the least restrictive environment possible.
• At-Will Status of Employment: The employment relationship is "at-will", meaning either party can terminate it with or without cause and notice. Personnel decisions (hiring, transfer, suspension, etc.) are at the employer's sole discretion.
• Equal Employment Opportunity Statement: Mom's Healing Hands complies with all relevant anti-discrimination laws.
• Management Rights: Mom's Healing Hands reserves the right to hire, terminate, suspend, discipline, determine work hours, and assign tasks. They also have the right to modify job classifications, duties, and responsibilities; manage operations efficiently; and decide on equipment usage and services provided.
• Dress Code: Employees must wear scrubs as standard uniform. Scrub hats are optional.
• Qualifications: Administrators must have a high school diploma or equivalent, at least one year of experience working with facility residents, and be suitable to meet residents' physical, emotional, social, and intellectual needs. They must also demonstrate competence in handling emergencies and developing resident-service plans.
• Personnel File: Personnel files must include employment applications, tax forms, education, experience records, performance evaluations, and other documentation.
• Disciplinary Actions: Disciplinary actions follow a progressive system: verbal warning, first written warning with a plan of action, final written warning, and termination.
• Job Descriptions: Each position includes a written description outlining essential functions, responsibilities, and required qualifications.
• Promotions: Internal promotions are considered.
• Work Schedules: Policies for schedules and overtime calculations are detailed.
• Training & Development Policy: Employees must complete all mandated training and assessments.
• Time Sheet Administration: Accurate time tracking is crucial. All work must be recorded, and employees must sign in and out.
• Absences, No Call, No Show, and Tardiness: Absenteeism and tardiness will be addressed progressively, as well as being cause for termination.
• Acceptance of Gifts and Loans: Employees are strongly discouraged from accepting gifts from residents or clients.
• Telephones: Phone use is limited to business or emergencies during working hours.
• Visitors: Only authorized visitors are permitted in the home.
• No Solicitation: Sales or distribution activities are not allowed.
• Other Employment: Employees cannot work for competing businesses.
• Media Releases: Disclosure of information to the media will be strictly controlled.
• Employee Honesty and Integrity: Strict adherence to honesty, good morals, and integrity in work practices.
• Employee Health and Safety: Safe practices relating to employee wellbeing and safety are in place. Any incident must be promptly reported.
• Leaves of Absence: Leaves of absence for medical or maternity reasons are permitted.
• Medical Evaluations: Medical evaluations may be required.
• Resident Rights: Resident's rights relating to discrimination, freedom of expression, religious practices, and access to communications are protected and will be adhered to.
• Incidents and Accidents: Any accidents and/or serious incidents must be reported.
• Resident Absent Without Notice: Procedures for when a resident is absent without notice are outlined.
• Abuse Reporting: Any suspected abuse must be reported immediately.
• Military Leave: There are provisions for leaves of absence due to military service.
• Vacations: Specified vacation time may be requested.
• Sick Days: Appropriate documentation is necessary for illness-related absences.
• Bereavement: Bereavement leave is provided.
• Jury Duty: Employees will be accommodated for jury duty.
• Workers Compensation: Workers' compensation coverage is in place for employees.
• Social Security: Social Security payments are deducted and matched by the employer.
• Communications: Guidelines for communication within the workplace.
• Confidentiality: Information regarding residents must be kept confidential.
• Sexual Harassment Policy Sexual harassment prohibited; reporting procedures are defined.
• Transportation of Residents: Policies for staff transporting Residents are detailed.
• Substance Screen Policy: Substances screen is required for employees.
• Resignation: Proper notification required for resignation.

Important Notes

• This is a summary of policies and procedures.
• These policies do not constitute a contract between the employer and the employee.
• Policies can be updated unilaterally.