Our employee handbooks are available to home health care, personal care, and companion care home care agencies. Your employee handbook will set expectations for your employees as well as their expectations of the home care agency. The handbook will also describe your legal obligations as a home care agency, and employees' rights. Our infusion policy and procedures are an infusion nurses dream.
Every home health care nurse that works with infusions should have and read our infusion policy and procedures. Infusion policy and procedures are required for home health care agencies offering home care infusion to their patients. Our home care infusion manuals are written and customized to meet the needs of your home care agency and are guaranteed to meet State and CHAP Accreditation Standards. If your home health care agency is providing infusion services, you will need to purchase our home care infusion policy and procedures.
Our pediatric home care policy and procedures are a pediatric nurses dream. After tax coverages can be cancelled at the 1 st of each month.
Upon termination of employment, the former employee has the option to continue coverage on a private pay basis. More information is available with Human Resources. Take Care has designated a room for this purpose. A refrigerator is available for the storage of breast milk. Any breast milk stored in the refrigerator must be labeled with the name of the employee and the date of expressing the breast milk.
Any nonconforming products stored in the refrigerator may be disposed of. Employees storing milk in the refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage or refrigeration and tampering. Breaks of more than 20 minutes in length will be unpaid, and the employee should indicate this break period on her time record.
Field employees should discuss their lactation needs with Take Care Nursing before accepting a shift. We encourage all employees to broaden their job-related knowledge by enrolling in outside educational courses and attending Take Care sponsored in-service programs. Full-time and part-time office staff is offered paid time off and reimbursement of expenses for work-related educational programs.
All educational assistance must be approved before attending the course. Utilize Form P to submit request. All Take Care Employees are encouraged to increase Take Care job-related skills by enrolling in outside educational opportunities.
In order to assist employees in these endeavors, Take Care sets aside a certain amount of monies in an educational fund each year. This fund is on a first come, first served basis. The educational program must be pre-approved for reimbursement before starting. Employees may submit up to 2 requests for reimbursement each year. To qualify, complete Form P and meet the following conditions:. Absence from work is a normal reaction to the death of a family member.
Take Care will pay regular full time office staff up to three, eight-hour workdays from work for funerals and other personal needs relating to the death of a member of immediate family. Witness and jury duty leave is granted to any employee summoned for service as a juror or as a court witness. This time off is without pay but an office employee may use PTO for this time off.
If employees are a party to or if they voluntarily become involved in a lawsuit and require time off, this leave is also without pay. Employees may use accrued paid time off, if eligible. If an employee is called to active military duty or to Reserve or National Guard training, or if he or she volunteers for the same, the employee should submit copies of his or her military orders to Human Resources as soon as possible. For more information on employee rights under USERRA, see the posted notice on the employee bulletin board, located in each office.
If an unpaid leave of absence is for longer than two consecutive weeks, the employee will be considered to be in inactive status.
In addition, an employee absent from work for more than three 3 consecutive months in a month period, for whatever reason, is considered to have resigned their employment, and will need to reapply with Take Care to be considered for reemployment.
If an employee feels there are extenuating circumstances which will exceed this three 3 month policy, he or she should see the President, CEO and Owner, or Human Resources for consideration of his or her request. Prior to an unpaid personal Leave of Absence, employees must submit a Notification of Days Off to their supervisor for approval.
Employees who are able to work but fail to return on the agreed upon expiration date written on the Notification of Days off for a leave of absence, or who have not requested or do not have an approved extension for additional leave, will be considered to have resigned their employment.
Nothing in this policy is intended to conflict with any state or federal law or regulation. If such a conflict exists, the applicable law or regulation prevails. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment, in accordance with state law.
If an employee is injured while working or the employee develops an illness associated with his or her work, the employee is to report the injury or illness to the Take Care office immediately or as soon as physically able to do so. If an employee has worked for Take Care a minimum of twelve 12 months, and has provided Take Care with at least 1, hours of service during the twelve 12 month period preceding the commencement of FMLA leave, then the employee is eligible for leave under the FMLA.
Eligible employees are entitled to twelve 12 weeks of FMLA leave during each twelve 12 month period for covered purposes. The total FMLA leave used by an employee during the prior twelve 12 months are deducted from his or her twelve 12 week allotment.
The employee may then use the remaining FMLA leave. In such cases, the wife is entitled to 12 weeks and the husband is entitled to twelve 12 weeks. Employees must conclude leave for the birth of a child or the placement of a child with the employee for adoption or foster care within twelve 12 months after the event.
Leave may begin prior to birth or placement, as circumstances dictate. When leave is taken for the birth of a child or for the placement of a child with the employee for adoption or for foster care, leave may be taken intermittently or on a reduced hours schedule only if Take Care agrees to such arrangement or if such leave is medically necessary.
If an employee is entitled to paid time off PTO or other personal leave under another Take Care benefit plan or policy, then the employee must use his or her accumulated paid leave benefits under such plan or policy as part of FMLA leave. Using paid leave benefits does not add to the total length of FMLA leave. Except as noted below, employees granted FMLA leave will be returned to the same job position they held prior to the leave or to one which is equivalent in pay, benefits, and other terms and conditions of employment, provided the employee is able to return to work on or before the date on which leave is exhausted.
In addition, use of FMLA leave cannot result in the loss of any employment benefit an employee earned or was entitled to before using such leave. During approved FMLA leave, employee group health insurance benefits paid for by Take Care will continue to the same extent they existed prior to the leave.
Employees will continue to pay his or her customary portions of the monthly premiums for coverage and for any coverage of dependents. If, on the other hand, the FMLA leave is unpaid, the employee must pay his or her portion of the premiums by making arrangements with Human Resources, who will advise the employee of the payment due dates.
Any failure, by the employee, during FMLA leave to timely pay his or her portion of the insurance premiums or to timely pay for dependent coverage may result in the termination of such coverage. If the employee decides not to return to work, benefit entitlements based upon length of service will be calculated as of the last paid work day prior to the start of the unpaid leave of absence. If any insurance coverage lapses due to nonpayment by the employee, such will be fully and completely reinstated when the employee returns to work, provided the employee resumes paying the required premiums.
If payment is more than thirty 30 days late, Take Care will send the employee a letter notifying him or her of such fact. Employees must provide Take Care with thirty 30 days advance written notice of need for FMLA leave when the need for such leave is foreseeable. If emergency conditions prevent such notice, employees must notify Take Care as soon as is practical i.
For leave taken on the basis of planned medical treatment, the employee should seek to schedule the treatment so as to avoid unduly disrupting the operations of Take Care. The relevant forms should be completed in detail, signed by the employee, then submitted to Human Resources for proper approval and forwarding to the appropriate personnel. The employee may need to report periodically on his or her status and intent to return to work during the leave period.
In addition, the employee must give notice as soon as practicable [within two 2 days, if feasible] if the dates of leave change, are extended, or initially are unknown. Employees may obtain return to work medical certification forms from Human Resources.
Employees failing to complete the return to work medical certification form will not be permitted to resume work until it is provided.
Take Care reserves the right to prohibit outside employment while any employee is on FMLA leave from this company. Employees are obligated to inform Take Care of any outside employment that will be concurrent with requested FMLA leave, and will be advised at that time, if the outside employment constitutes a conflict of interest.
I understand that I have no expectation of privacy while engaging in work for Take Care or while on the premises of Take Care. I agree to abide by these policies and procedures, as they are a condition of my employment.
I understand that this Employee Handbook is a revised version and that it takes precedence over all previous versions of policy and procedure previously distributed, and that Take Care reserves the right to change or alter policies at any time. I understand that each employee of Take Care is an at-will employee. This means that as an employee you may leave your employment at any time, with or without cause, and with or without prior notice, although we do request adequate advance notice when possible.
Likewise, Take Care may discharge you, with or without cause, and with or without prior notice at any time. Take Care is a temporary services business entity whose clients require services on as needed basis. I understand that the Employee Handbook and any other material dispensed to me for the duration of my employment is not intended to be a contract of employment and does not constitute one, nor does the material constitute or express an implied contract.
I understand the method of being paid. I understand how to correctly report my time worked and realize that my failure to do it correctly may cause a delay in receiving my proper pay. I understand that I have expectation of privacy while engaging in work for Take Care or while on the premises of Take Care.
I understand that the selection of personnel to staff any individual case is at the discretion of the Administrator or Director of Nursing. I understand Take Care does not charge advance job placement fees. I have been instructed in the Policies and Procedures of Take Care and had the instruction on my required job duties.
I fully understand what is expected of me and that compliance with said policies and procedures is a condition of my employment. My wife had recent surgery and needed care around the clock. The support I received from the office nurse on care placement was exceptional. The care provided 12 hours nightly by the nurse, Stacy, was superb.
She was above and beyond professional. We could not have done it with out her. Thanks to all involved. Take Care's mission is to provide unwavering commitment and excellence in private duty home health care and RN geriatric care management that clients recommend to family and friends, physicians prefer, and where employees are proud to work.
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Que es el rogaine. Solu medrol mg pfizer. Glenmark gabapentin recall. Ic clindamycin mg. Privacy Policy About Us. Keep up to Date With the latest happenings inside Take Care. Employee Handbook Handbook Confidentiality This handbook and the information in it should be treated as confidential. Equal Employment Opportunities EEO Take Care provides equal employment opportunities EEO to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws.
Anti-Union Statement Take Care does not believe it is necessary to have a third party intervene between the corporation and our employees. Workplace Practices Employment Applications Take Care relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented. All employment applications for field employees and office employees must include the following: Take Care employment application completed and signed. Current professional license or certificate as required.
Consent for reference checks 2 which can be verified. Physical examination not more than 6 months old as required. Required certification of state healthcare requirements i. Availability Schedule as required. Conditional Offer of Employment Safe working environment policies are in effect for all Take Care employees. In compliance with these policies, at the time of acceptance of a conditional offer of employment, the new employee will also be required to satisfy the following conditions of employment: Consent to and undergo drug testing to be paid for by Take Care.
Complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Complete all required Take Care employment forms, separate from this list. False Information and Employment Applicants and candidates for employment with Take Care are expected to provide complete and accurate information regarding their background, employment history, credentials, and qualifications for employment.
Employment of Relatives For purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.
Classifications Of Employment Take Care employees are designated as either non-exempt or exempt under federal law and state wage and hour laws. Generally, these employees are eligible for the benefits package, subject to the terms, conditions, and limitations of each benefits program. Regular, part time : Employees who are not in a temporary status and who are regularly scheduled to work less than the full-time schedule each week.
Regular, part-time employees are eligible for some of the benefits offered by the company subject to the terms, conditions, and limitations of each benefits program. Employment beyond any initially stated period does not in any way imply a change in employment status. Monday through Friday. Overtime Work Overtime work may be available. Payroll Workweek The payroll workweek is a 7-day period that starts and ends at a.
Absences Due to Illness If an employee suspects he or she is ill, the employee must immediately call to the Take Care office. Tardiness All employees are expected to be at their assigned shift ready to work on time, and are expected to work the exact scheduled time. Office Employees Absences Any unapproved absence will be considered an unexcused absence.
Absences Due to Illness If an employee suspects he or she is ill, immediately call to the Take Care office. Tardiness All employees are expected to be at their assigned work station ready to work on time, and expected to work the exact scheduled time. Field Employees Take Care utilizes electronic visit verification through a telephony system. That documentation is to be submitted to a Take Care office by AM every Monday and must be submitted following the guidelines below: Separate Time Slips must be filled out for each client during each time period, including couple care.
Office Salaried Employees Mileage is not reimbursable, except for visits relating to clients. Office Hourly Employees If an Office Hourly Employee is asked to go to the Field, then they are reimbursed for miles from and to the Take Care office to the client or errand location.
Pay Adjustments Take Care takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday.
Paycheck Cashing Live paychecks must be cashed within 6 months of issuance. Direct Deposit Take Care employees may have their pay directly deposited into their bank accounts if they provide advance written authorization to Take Care. Field Employees The itemized statements of wages must be routinely picked up at the Take Care office every 3 weeks or the privilege of direct deposit will be forfeited. Last Paycheck Take Care employees will receive their last payment in a form of a check.
Employee Records Take Care establishes an employee file when employment begins. Pay for Performance Evaluations Take Care uses continuous performance evaluation and feedback to keep employees informed of their performance and to offer guidance for clarifying and reaching position goals. Disciplinary Action Progressive Discipline Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Written warning: Written warnings are used for behavior or violations that a supervisor or Human Resources considers serious or in situations when a verbal warning has not helped change unacceptable behavior.
Employees should recognize the grave nature of the written warning. Performance improvement plan: Whenever an employee has been involved in a disciplinary situation that has not been readily resolved or when he or she has demonstrated an inability to perform assigned work responsibilities efficiently, the employee may be given a final warning or placed on a performance improvement plan PIP.
Guardianship Handbooks The Guardianship Provider Handbook contains procedures relating to referrals, billing and payment, and contract monitoring for guardianship providers. HHSC provides an array of services and community supports that enable people who are elderly or who have disabilities to avoid institutionalization.
The Consumer Managed Personal Attendant Services Provider Manual provides information to licensed agencies under contract to provide personal assistance services to individuals who have physical disabilities and who are able to supervise an attendant or have someone who can supervise the attendant for them.
It is incorporated by reference as a part of the DAHS contract. It is incorporated by reference as a part of the ERS contract. The Habilitation Coordination Billing Guidelines informs local intellectual and development disability authorities about billing and system reporting requirements regarding habilitation coordination provided through the Preadmission Screening and Resident Review program.
The Medicaid Hospice Provider Manual contains policy that providers must follow when administering the program and meeting the needs of hospice recipients. The Preadmission Screening and Resident Review Mental Illness Handbook provides instructions and procedures for local mental health authorities and local behavioral health authorities in implementing PASRR requirements.
The purpose of the procedure, related procedures, equipment, steps involved in the procedure, nursing and documentation considerations are clearly explained. Show More Show Less. Pre-owned Pre-owned. No ratings or reviews yet No ratings or reviews yet. Be the first to write a review.
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