Personnel Policies Overview

Personnel Policies

• Purpose: Mom's Healing Hands aims to provide a home-like environment for residents, maximizing their growth and self-sufficiency.
• At-Will Employment Status: Employment is "at-will," meaning the relationship can be terminated by either party at any time, with or without cause and notice.
• Equal Employment Opportunity: The company adheres to a policy of equal opportunity; employing individuals without discrimination based on factors such as race, color, religion, national origin, gender, etc.
• Management Rights: Mom's Healing Hands retain the right to hire, manage, and discipline employees, as well as set job requirements as needed.
• Dress Code: Employees are expected to maintain neatness, cleanliness, and appropriate hygiene for the occasion.
• Qualifications Employees must meet educational and experience requirements outlined in specific job descriptions and be at least 18 years old. Management positions have specific additional educational and/or experience requirements.
• Promotions: Promotions may be awarded to current employees based on skills, attendance, and performance. A fully qualified applicant may be considered for a promotion, however, external candidates may be hired if needed.
• Work Schedules: Staff is required to work 24 hours a day, 7 days a week, in accordance to regulations and required schedule. Employees may be asked to work overtime.
• Training: All employees must complete required training and testing/certifications, as assigned by the company or governing bodies.
• Sleeping on Duty: Sleeping on duty is prohibited.
• Time Sheet Administration: Employees are required to accurately record all hours worked on time sheets.
• Absence & Tardiness: Excessive lateness or absenteeism can result in termination. Employees are expected to notify their supervisor promptly if late or absent, and reasons for absence need to be documented.
• Acceptance of Gifts and Loans: Employees cannot accept gifts from residents or residents' family members, nor can they borrow money from residents.
• Telephones: Employees are permitted to use telephones only for work-related purposes during working hours.
• Visitors: Unannounced visitors are generally prohibited for the safety and security of residents; specific exceptions apply to a limited set of authorized visitors.
• Other Employment: Employees cannot work for competing businesses.
• Media Releases: Employees cannot provide information about the facility to the media without approvals.
• Inspection of Containers: Facility staff may inspect packages and containers brought into the home.
• Employee Honesty and Integrity: Employees must maintain honesty and integrity, in accordance with company values.
• Incidents & Accidents: Employees must immediately report any incidents or accidents, including resident injuries or incidents, to the appropriate supervisor. Incident reports are required.
• Resident Absent Without Notice: If a resident is absent without notice, staff is expected to make reasonable attempts to contact the resident and/or their designated contacts.
• Abuse Reporting: Suspected abuse must be reported immediately to the home manager, in writing and/or verbally. All details and circumstances of abuse should be reported to the appropriate authorities, according to mandated procedures and timeframes.
• Mis-treatment: Employee mistreatment of residents is prohibited. Any instances of mistreatment must be immediately reported.
• Volunteers: Volunteers are required to undergo a background check and indicate adherence to a company policy against communicable diseases.
• Military Leave: Employees can be granted leave for military service; specific regulations apply to the length and conditions of such leave.
• Vacations: Vacation time is available; however, it isn't paid.
• Holidays: Staff generally works on all holidays.
• Sick Days: Paid sick days may be granted to full time employees, subject to company policy and procedures, as well as documentation from a medical professional.
• Bereavement Pay: One day of bereavement pay is permitted for full-time employees who have a family member pass away, conditional on being on duty or at the home at the time the incident is reported.
• Jury Duty: If called for jury duty, time off under company procedure can apply.
• Workers' Compensation: Employees are covered by workers' compensation insurance if injured on the job.
• Social Security: Employees have social security contributions deducted from their wages in accordance with federal regulations.
• Communications: Employees encouraged to voice concerns or problems with their supervisor.
• Sexual Harassment: This policy prohibits sexual harassment in the workplace and outlines procedures for reporting and addressing such complaints.
• Resignation/Exit Interviews: Employees are required to notify the supervisor of any intended resignation and possibly participate in an exit interview.
• Transportation: Employees or staff using a personal or company vehicle are required to meet company regulations related to safe driving and vehicle maintenance. A valid driver's license and proof of insurance are required.
• Confidential Information: Staff must maintain confidentiality, including resident records.
• Substance Screen Policy: Employees may be required to undergo drug/alcohol testing. The documentation of any such policy violations goes directly into the employee's file.
• Health and Safety: Staff must ensure resident safety during the working day.
• Leaves of Absence: Paid leaves of absence may apply to employees after a certain length of employment. Reasons for leave may include medical or maternity leave, and educational leave, subject to policy standards.

This quiz covers the key personnel policies of Mom's Healing Hands, detailing employment status, equal opportunity practices, management rights, and dress code requirements. Test your understanding of the guidelines aimed at ensuring a supportive work environment.