Personnel Policies for Mom's Healing Hands

Personnel Policies for Mom's Healing Hands

• Purpose: To provide a home-like setting for semi-independent living consumers, aiming to maximize resident growth and self-sufficiency in a dignified manner.
• At-Will Employment Status: The employment relationship is "at-will," meaning either party can terminate it with or without cause, and with or without notice.
• Equal Employment Opportunity: Mom's Healing Hands adheres to a policy of equal opportunity in recruitment, hiring, and other employment conditions without discrimination based on race, color, religion, national origin, age, sex, handicap, marital status, height, or weight.
• Management Rights: Mom's Healing Hands retains authority to hire, terminate, suspend, and discipline employees; determine work hours, assign tasks, transfer, and lay off employees. The company also controls job classifications, duties, and other responsibilities of employees.
• Dress Code: Employees must wear scrubs as the standard uniform. Scrub hats may be worn when necessary. Other non-professional headwear isn't permitted. Clothing must be clean and in good condition. Specific footwear guidelines are also in place.
• Qualifications (Administrator): Must have a high school diploma/GED, one year experience working with residents as per the home's programming, and be suitable to meet the resident's physical, emotional, social, and intellectual needs. Administrators must also have skills to handle emergencies and create program plans, including competencies in nutrition, first aid, CPR, Foster care, Safety & fire prevention, Financial and Administrative Management, & knowledge of the resident population. Also, knowledge of resident rights, and communicable diseases.
• Qualifications (Direct Care Staff): Must have the capacity to complete required reports and follow instructions related to resident care and supervision. Must be capable of handling emergencies and meeting resident needs emotionally, intellectually, and socially. Competency in area of reporting requirements, First aid, CPR, personal care, supervision, and protection, Resident rights and safety, Fire prevention( ie- smoking in Room & chemicals should not be in room), Prevention & Containment of Communicable Diseases is a must.
• Employee Medical Release: Must be on file with completed physical examination, Tuberculosis Tests(every 3 yrs). Obtain relevant Federal and State Tax forms, and complete a 1-9 Employment form within 3 days of hire. Letters of recommendation (2), Proof of Staff Driver Insurance, and Driver's license must be on file. All information is to be turned into the office within three weeks of hiring unless a shorter time period is noted.
• Personnel Files: Maintain complete and accurate records of employee information including address/phone number changes, withholding status changes, name changes, changes that could impact insurance benefits, and any emergency contact changes. Employee access to their personnel file is possible, with proper request.
• Disciplinary Actions: Provide for verbal warnings, written warnings, and final written warnings with consequences( including unpaid suspension, probation, or termination) for employee conduct, performance breaches, or policy violations
• Job Descriptions: Must include essential functions of the job, job classification, description of duties, and the designation of the immediate home manager.
• Promotions: Promotion opportunities within Mom's Healing Hands will prioritize internal applicants.
• Work Schedules: Staff should be at work areas by scheduled time and stay until quitting time
• Time Sheets: Employees must clock in and out to ensure accurate wage payment. Any overtime must be approved by the employer in writing and time sheets should reflect these hours as expected.
• Absence/Tardiness: Tardiness or unexcused absence can result in disciplinary actions, while occasional absence or lateness might be unavoidable. Employees must provide notice in accordance with organizational policy and applicable legislation in regards to time off.
• Medical Leaves/Maternity Leaves: Leaves of absence without pay can be granted. Medical or Maternity leave can be granted, subject to medical verification. (with an employer-selected physician).
• Residents' Rights: Policies must be followed for respect, care, and non-discrimination. All residents have the right to choose their own physicians, therapists, spiritual leaders etc).
• Gifts and Loans: Acceptance of gifts from clients, residents, or family members, is prohibited, except for nominal gifts during Christmas. Borrowing money from residents or family is also forbidden.
• Telephones: Phones should be used for business only during work hours or emergencies. Personal calls are not permitted during work hours.
• Visitors: Only authorized visitors are allowed.
• No Solicitation: Solicitation of materials or business by employees or non-employees during work hours are prohibited.
• Other Employment: Employees are not permitted to have a second job that is similar / competitive to Mom's Healing Hands services; and this needs to be advised to the employer immediately.
• Media Releases: Release of information to media is not permitted without the express approval of the employer or Executive Director.
• Inspection of Containers: Mom's Healing Hands reserves the right to inspect any containers or packages from the premises.
• Employee Honesty and Integrity: Employees are expected to maintain honesty and integrity. Violations/misuse of property or misuse of a residents funds must be reported immediately
• Medical Evaluations: Employees may be required by the company to partake in medical evaluations to verify their physical and mental suitability for their job
• Resident Absent Without Notice: Policies have been developed where residents are absent from accommodations, where to report these absences to relevant authorities, and procedures to follow.
• Abuse Reporting: Any suspected or witnessed abuse or neglect (intentional or unintentional) must be immediately reported. Procedures for notifying police or relevant authorities are given too.
• Mis-Treatment: Policies cover how to handle mistreatment to residents
• Volunteers: Volunteers must meet qualifications for direct care staff, including criminal background checks.
• Military Leave: Employees are granted up to four (4) years of leave.
• Vacations: Vacation time may be taken during the year, subject to scheduling constraints and a documented request. Employees must be properly trained, certified, and meet the organization's qualifications to qualify for vacation. No holidays are paid by the company.

Additional Policies

• Sick Days: Procedures for taking sick days
• Breveament: Policies for time off during bereavement
• Jury Duty: Policies related to employee participation in jury duty
• Workers' Compensation: Explanation of coverage for employee injuries.
• Social Security: Procedures for deductions, employer matching, and applicable legislation
• Communications: Maintaining open communication channels within the organization
• Confidentiality: Protecting the privacy of resident information.
• Sexual Harassment: A zero tolerance policy on sexual harassment within the workplace, with procedures for complaints and investigations.
• Handbook Changes/Waiver Clause: Covers the employer's right to amend the handbook and clarifies that it does not constitute a contract.