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2. History
This agency was founded by Latisha Holt on May 14 2001.
3. Our contact information
We are located at 1015 ROANOKE AVENUESUITE A ROANOKE RAPIDS NC
27870
Our phone and fax numbers are :
Phone# 252-537-2473
Fax# 888-315-1326
4. Hours of Operation
Our hours of operation are
Mondays, through Thursday 9:00 am-3:30 pm
Fridaysby appointment
We are closed on most holidays and some days we do not provide in
home aide services.
5. Holidays
The company is officially closed on these days:
New Years Day
Good Friday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas
You will be given a schedule of the days at the beginning of each
year
6. Who we are licensed by
We are licensed under the name of AGAPE HEALTHCARE SYSTEMS, by
North Carolina Department of Health Regulations. We are a North
Carolina Medicaid Provider. We are certified by the North Carolina
Communicable Disease Branch.
7. Services we provide
8. Home Care Services
In home aide services
Nursing Care or Private Duty Nursing
Medical Social Services
9. HIV TESTING
10. Personnel policies and Procedures
Continuity of Policies - Right to Change or Discontinue
The policies and procedures in this manual are not intended to be
contractual commitments bythis agencyand personnel shall not
construe them as such. They are intended to be guides to management
and merely descriptive of suggested procedures to be
followed.
Agape Healthcare Systemsreserves the right to revoke, change, or
supplement these guidelines at any time without notice. Such
changes shall be effective immediately upon approval by management
unless otherwise stated.
No policy is intended as a guarantee of continuity of benefits or
rights. No permanent employment or employment for any term is
intended or can be implied by statements in this manual.
11. Code of ethics
12. Successful business operation and reputation of Agape
Healthcare SystemsAND ITS AFFILIATES is built upon the principles
of fair dealing and ethical conduct of our personnel. Our
reputation for integrity and excellence requires careful observance
of the spirit and letter of all applicable laws and regulations, as
well as a scrupulous regard for the highest standards of conduct
and personal integrity.
The continued success of Agape Healthcare SystemsAND ITS AFFILIATES
is dependent upon our clients' trust and we are dedicated to
preserving that trust. Personnel owe a duty to Agape Healthcare
SystemsAND ITS AFFILIATES to its clients, to act in a way that will
merit the continued trust and confidence of the public.
13. Agape Healthcare Systemsand its affiliates will comply with all
applicable laws and regulations and expects its directors,
officers, and personnel to conduct business in accordance with the
letter, spirit, and intent of all relevant laws and to refrain from
any illegal, dishonest, or unethical conduct.
In general, the use of good judgment, based on high ethical
principles, will guide you with respect to lines of acceptable
conduct. If a situation arises where it is difficult to determine
the proper course of action, the matter should be discussed openly
with your immediate supervisor.
Compliance with this policy of business ethics and conduct is the
responsibility of every Agape Healthcare Systems staff and its
affiliates.
14. Disregarding or failing to comply with this standard of
business ethics and conduct could lead to disciplinary action, up
to and including possible termination of employment. Should you be
terminated due to violation of code of ethics, this agency will
consider it a voluntary quit and you will not be able to collect
benefits from state, local, federal or agency levels.
As members of the healthcare Agape, we recognize the importance of
codifying and making known to the profession and to the general
public the ethical principles that guide the work of professionals
providing services, .
Ethical dilemmas occur when values are in conflict. Agape
Healthcare SystemsAND ITS AFFILIATES states the values to which we
are committed, and embodies the ethical responsibilities of the
profession in this changing information environment.
15. Equal opportunity Statement
It is the policy of the Agape Healthcare Systemsand its affiliates
will provide equal opportunity employment without regard to race,
color, religion, national origin, sex, age, sexual orientation,
disease or disability. Agape Healthcare SystemsAND ITS AFFILIATES
strive to provide an excellent environment free from harassment or
intimidation directed at any persons race, color, religion,
national origin, sex, age, sexual orientation, disease or
disability. Any form of harassment will not be tolerated
16. Sexual Harassment Policy
Agape Healthcare Systemswill not allow any form of sexual
harassment within the work environment.
Sexual harassment interferes with work performance and creates an
intimidating, hostile or offensive work environment. Sexual
harassment influences or tends to affect the career, salary,
working conditions, responsibilities, duties or other aspects of
career development of an personnel or prospective personnel; or
creates an explicit or implicit term or condition of an individuals
employment. It will not be tolerated.
Sexual harassment, as defined in this policy, includes, but is not
limited to, sexual advances, verbal or physical conduct of a sexual
nature, visual forms of a sexual or offensive nature (e.g., signs
and posters) or requests for sexual favors.
Any intentional sexual harassment is considered to be a major
violation of company policy and will be dealt with accordingly by
corrective counseling and/or suspension or termination, depending
upon the severity of the violation.
17. Employment Classifications
Employment Classifications
There arethree classifications of personnel:
Introductory- All new and rehired personnel work on an introductory
basis forninety days. Introductory personnel can only have three
unexcused absences. No reports will result in automatic voluntary
termination. During this time , introductory staff will be
evaluated onthe following:
attendance
lates/tardies
attitude
dress
following of policy and procedures
* NOTE: Introductory personnel is not eligible for any
benefits.
18. Probationary- After completion of the first three months, if
personnelsuccessfully complete the first phase they will go into
probationary status. Probationary status last for 180 calendar work
days after their introductory status. Personnel can only have four
unexcused absences during this time. No reports will result in
voluntarily termination.
During this time introductory staff is not eligible for any
benefits. They are not eligible for :
VACATION
UNEMPLOYMENT INSURANCE
PAID HOLIDAYS
Upon satisfactory completion of the initial introductory period,
personnel enter the "regular" employment classification.
Temporary An personnel hired for a position required for only a
specific, known duration, this is for three consecutive months.
This person is not entitled to regular benefits. A temporary
personnel may be full-time or part-time. In addition to the use of
this classification for secretarial or clerical positions, it
applies to students working part-time and those who work during the
summer.
All personnel are classified as exempt and nonexempt according to
these definitions:
If you are uncertain as to your status, please contact your
supervisor/manager.
REGULAR EMPLOYMENT
Regular Full-time Personnel who works a minimum 40-hour workweek on
a regularly scheduled basis.
Regular Part-time Personnel who works less than a normal workweek
on either a regularly scheduled basis or on an irregular
basis.
19. CALL IN POLICY
CALL IN POLICY
Your timely attendance at work is crucial to making the
organization run smoothly. We must meet requirements to satisfy our
clients demands.You need to do your part in achieving this goal,
and one way is to maintain a good attendance record.Any absence or
tardiness becomes a part of your employment record.
Punctuality requirements.Personnel are expected to be at their work
stations on time. Tardiness is defined as being at your work
station at least [1] one minute past your scheduled starting time.
You should also notify the appropriate person when you know you may
be late for work. Being on time makes it easier for all of us
because tardiness hinders teamwork among personnel. Being tardy for
work or leaving the job station before quitting time will be
considered cause for corrective action.
ALL PERSONNEL, REGARDLESS OF TYPE OR STATUS IS EXPECTED TO BE AT
THEIR WORK STATION AND BE CLOCKED IN AT THEIR START TIME.
IF YOU NEED ANY TIME OFF YOU SHOULD COMPLETE A FORM 1004. ANY
MISSED OR LATE TIME THAT DOES NOT HAVE A FORM 1004 TO ACCOMPANY IS
CONSIDERED UNEXCUSED.
20. PLEASE FOLLOW THIS PROCEDURE
DIAL 1-252-537-2473
LEAVE YOUR NAME & A BRIEF MESSAGE EXPLAINING THAT YOU WILL
EITHER BE LATE OR ABSENT FOR THE DAY.
MAKE SURE THAT YOUR MESSAGE IS SAVED.
YOU NEED TO CALL IN AT LEAST 2 HOURS BEFORE YOUR START TIME,
ANYTHING LESS THAN TWO HOURS IS CONSIDERED UNEXCUSED. UNLESS YOU
ARE IN A SITUATION THAT YOU CANT CALL. THOSE SITUATIONS ARE AND ARE
NOT LIMITED TO:
ACCIDENT BEYOND YOUR CONTROL
DEATH IN THE FAMILY
THINGS TO REMEMBER
IF YOU ARE A HEALTHCARE TECHNICIAN YOU NEED TO TRY AND CALL THE
OFFICE AS SOON AS POSSIBLE SO THAT WE GET A REPLACEMENT.
DO NOT CONTACT THE CLIENT YOUR SELF OR MAKE ANY ARRANGEMENTS WITH
THE CLIENT. THIS IS A DIRECT CORRECTIVE ACTION.
IF IT IS AN EMERGENCY SITUATION THEN CALL OR HAVE SOMEONE TO CALL
WHEN YOU ARE AVAILABLE. YOU STILL MAY OR MAY NOT BE CONSIDERED AN
UNEXCUSED LATE/TARDY OR ABSENCE.
21. WEATHER
WE UNDERSTAND THAT THERE WILL BE ADVERSE WEATHER.
22. WE MAY GET
23. PLEASE FOLLOW THE COLOR CODES IN ADVERSE WEATHER
CODE GREEN REPRESENTS THAT THE OFFICE WILL BE OPEN. THE START TIME
MAY OR MAY NOT BE DELAYED.
24. CODE ORANGE
CODE ORANGE REPRESENTS IS AN OPTIONAL WORKDAY FOR PERSONNEL THE
START MAY OR MAY NOT BE DELAYED. THIS MEANS YOU ARE NOT REQUIRED TO
COME TO WORK BUT YOU MUST CALL IN IF YOU ARE NOT REPORTING TO YOUR
ASSIGNED AREA. THIS WILL COUNT AS AN EXCUSED ABSENCE AS LONG AS YOU
CALL IN. FAILURE TO CALL IN WILL BE AN UNEXCUSED ABSENCE. THIS
AGENCY WILL ASSUME THAT IF YOU DO NOT CALL IN THAT YOU ARE
ATTENDING WORK AND IF THIS AGENCY FINDS OUT DIFFERENTLY YOU WILL BE
DISCIPLINE, YOU MAY BE TERMINATED.
25. CODE RED
CODE RED REPRESENTS THAT THE OFFICE WILL BE CLOSED. THIS MEANS THAT
THE WEATHER IS SEVERE OR MAY BE SEVERE BEFORE THE CLOSE OF A NORMAL
BUSINESS DAY.ALL STAFF WILL NOT BE WORKING ON THIS DAY. YOU DO NOT
HAVE TO REPORT. YOU DO NOT HAVE TO CALL IN. THIS IS AN EXCUSED
ABSENCE.
26. Other employment/ Resignation
OTHER EMPLOYMENT: If an personnel decides a second job is
necessaryit should be remembered that the personnel must be
available to fulfill the responsibilities of his/her assignment
with the agency. However if you choose to work for another
agencythat services are similar to this agency; you may need to
talk with your supervisor to make sure you are not in conflict of
interest.
NoticeofResignation Agape Healthcare SystemsAND ITS
AFFILIATES
One (1) week written notice is required. Two weeks written notice
is requested for the management position. Quitting without notice
will cause DO NOT REHIRE TO be put in your personnel file and you
will not be considered for reemployment with Agape Healthcare
SystemsAND ITS AFFILIATES for at least two years from the last day
you work.
27. PERSONAL APPEARANCE
Dress, grooming, and personal cleanliness standards contribute to
the morale of all personnel and affect the business image Agape
Healthcare SystemsAND ITS AFFILIATES presents to clients and
visitors.
During business hours or when representing Agape Healthcare
SystemsAND ITS AFFILIATES HEALTHCARE SYSTEMS, you are expected to
present a clean, neat, and tasteful appearance. You should dress
and groom yourself according to the requirements of your position
and accepted social standards. This is particularly true if your
job involves dealing with clients or visitors in person.
28. Proper attire
29. We are a drug free and alcoholfree
Agape Healthcare SystemsAND ITS AFFILIATES is committed to
protecting the safety, health and well being of all employees and
other individuals in our workplace. We recognize that alcohol abuse
and drug use pose a significant threat to our goals. We have
established a drug-free workplace program that balances our respect
for individuals with the need to maintain an alcohol and drug-free
environment.
30. No staff relations policy
STAFF NO RELATIONS POLICY
Pursuant to the Division of Facility Servicesand the Division of
Medical Assistancea PCS Aide Qualifications, a personal care
service aide must fall within the guidelines of the Home Care
Licensure Rules, (10 NCAL 3L.1110) and not be the patient's spouse,
child, parent, sibling grandparent, or grandchild.This also
includes any person with an equivalent step or in-law
relationship.I hereby understand that by signing this form that I
fall within the guidelines set forth by North Carolina
Administrative rules and the Division of Medical Assistance and
other relevant
agencies.
31. Theft Policy
Staff is not permitted to accept gifts or money for clients as a
reward for their services. If staff is found to have accepted any
gifts or money from clients as a reward for their services, the
personnel will be subject to termination. In the event that staff
steals from a client the following procedure will be
followed:
32. No Smoking Policy
SMOKING POLICY
Because Agape Healthcare SystemsAND ITS AFFILIATES is open to the
general public, smoking at Agape Healthcare SystemsAND ITS
AFFILIATES is governed by state law or local ordinance.Agape
Healthcare SystemsAND ITS AFFILIATES does not allow any clients to
smoke in or around the building. Please observe the posted no
smoking signs.
33. No Workplace Violence Policy
This organization has a policy of zero tolerance for violence.If
you engage in any violence at the clients homer, or threaten
violence, you will be discharged. If a client engage in or
threatens violence their sever ices will be terminated.No talk of
violence or joking about violence will be tolerated.
Violence" includes physically harming another, shoving, pushing,
harassing, intimidating, coercing, brandishing weapons, and
threatening or talking of engaging in those activities.It is the
intent of this policy to ensure that everyone associated with this
business, including participants and personnel, never feels
threatened by any participants actions or conduct.
34. Compensation
Equal Pay
Agape Healthcare Systemswill not pay wages to any personnel at a
rate less than the company pays personnel of the opposite sex for
work that is substantially equivalent requiring comparable
skills.This policy is to be construed in accordance with applicable
federal and state laws and regulations.
35. Pay dates are the 15th and last day of the month.
All documentation and timesheets must be turned in on time and must
be correct.
Latetimesheetsand or documentation will result inlate
paychecks
Falsification of timesheets and documentation will result in
recoupment of pay.
Falsification of timesheets and documentation mayresult in criminal
and civil prosecution
36. OTHER REQUIREMENTS
MUST HAVE AN EMAIL ADDRESS
DIRECT DEPOSIT IS REQUIRED
37. THROUGH THE YEARS