Transcription
FIELD STAFFEMPLOYEE HANDBOOKMPI/HR/Employee Handbook Page 1Rev. 2021 June
Mission StatementMPI Home Care (MPI) will provide compassionate and cost effective care using the highestpossible standards of excellence; providing peace of mind to our clients and their families.MPI's valued employees will have the knowledge, skill, and passion to deliver care thatenables our clients to live with dignity and with as much independence as their conditionpermits.VisionMPI Home Care will be the most recognizable name in home care for its excellence inproviding all levels of care.Operating Principles Conduct and manage our business ethically Commit to continuous improvement Foster an environment conducive to maintaining open communication Recruit, develop, reward and support achievement oriented individuals whodemonstrate high levels of performance Encourage initiative, creativity, responsibility and a sense of urgency in each staffmemberMPI/HR/Employee Handbook Page 2Rev. 2021 June
Letter from the Chief Executive OfficerDear Employee:Welcome to MPI Home Care. You have joined a team of highly respected professionalsin our community.Our business is people, both clients and you, our care staff. As in any company, we havepeople who issue orders and people who- execute orders. But, the "real bosses" are ourclients. We are counting on you to make a good impression on our clients – goodgrooming habits, clean uniforms, good manners, and courteous language show respect toour clients and create a positive image of our company both to our clients and the publicat large.In order to function effectively, we must have solid policies and rules of conductdesigned to assure the well-being of all, to be consistent in our actions and to providefair and impartial treatment for everyone. These policies and rules are not the basis forany contractual obligation between the employee and the Company for employment forany specific period of time. MPI reserves the right to modify, add or rescind any policyor rule of conduct as required.Our growth and reputation depend on you and the care you provide. We strive toassure that you, our health care provider, have the ability and knowledge to give ourclients the best care available. If you ever have questions, or need supervisoryassistance, please call the office.Sincerely,Tina M. Lopez, BSN, MSA ChiefExecutive OfficerMPI/HR/Employee Handbook Page 3Rev. 2021 June
ContentsMission Statement . 2Vision . 2Operating Principles . 2Introduction. 7Employment Standards. 7Equal Employment Opportunity (EEO) and Harassment. 8Non-Discrimination/Harassment . 8Sexual Harassment . 9Racial/National Origin Harassment . 9Responsibility of Employee . 10Employee Recourse/Non-Retaliation . 10Important Notice Under the Michigan Persons with Disabilities Civil Rights Act . 11Employee Applications . 12Immigration Law Compliance. 13Conditional Job Offer . 13Introductory Period . 13Employee Classification . 14Employee Status . 14Job Assignments . 14Health Care License, Certification . 15Personal Information Changes . 15Mandatory Deductions from Paychecks . 15Business Ethics and Conduct . 16Disciplinary Policy and Procedure . 16No-Solicitation . 17Distribution . 17Conflicts of Interest . 17Company Non-Disclosure . 18Political and Religious Activities . 18Substance Abuse. 19Drug Testing . 19Michigan Recreational Marijuana Use Act . 19Confidentiality. 20MPI/HR/Employee Handbook Page 4Rev. 2021 June
HIPAA-Privacy of Client Information . 20Basic HIPAA Reminders . 21Conversations . 21Confidentiality of Client Matters . 22Care of Client Records . 22Social Security Number Privacy and Protection of Personal Information . 22ERISA Statement . 23Michigan Unemployment Compensation Notification . 24Personal Property . 24Smoking Policy . 24Dress Code . 25Good Housekeeping . 26Telephone Use . 26Internet and Technology Policy. 27Safety. 30Workplace Violence . 31Security Inspections . 31Use of Equipment, Client Property and Vehicles . 32Any Vehicle Operation on Company Time . 32Family and Medical Leave . 33Personal Leave of Absence. 41Inactive Status and Voluntary Quit . 41Resignation from Employment . 42Employee Dissatisfaction . 42Client Dissatisfaction with an Employee’s Job Performance . 42Involuntary Separation from Employment . 43Return of Company Property . 43Reference Release . 43Access to Personnel Files . 44Scheduling . 44Generations Computer System . 45MPI Expectations of all Staff . 46Attendance Policy. 47Reporting Absences and Tardiness/Request for Schedule Change: . 47MPI/HR/Employee Handbook Page 5Rev. 2021 June
Michigan Paid Medical Leave Act . 50Compensation . 50Payroll Procedures . 51Employee Benefits . 52Continuing Education. 52Holiday Pay . 53Workers' Compensation Insurance . 54Employee Code of Conduct and Work Rules . 55Guidelines for Job Performance . 60Emergency Situations in Private Duty and Wellness Service . 60Guidelines for Working with Elderly Clients . 62Universal Precautions. 62MPI/HR/Employee Handbook Page 6Rev. 2021 June
IntroductionThis Employee Handbook contains information about the employment policies andpractices of MPI Home Care. We expect each employee to read this Employee Handbookcarefully, as it is a valuable reference for understanding your job and the company.Compliance with the policies and procedures in the Handbook are essential to youremployment. The policies outlined in this Employee Handbook should be regarded asoperational and management guidelines, which in a developing business will requirechanges from time to time and we will notify you of any such changes. The companyretains the right to make decisions involving employment as needed in order to conduct itswork in a manner that is beneficial to the employees, the company, as well as to ensureclient satisfaction. This Employee Handbook supersedes and replaces any and all priorEmployee Handbooks and any inconsistent verbal or written policy statements.MPI Home Care complies with federal and state law and this Employee Handbook isintended to comply with those laws.Except for the policy of At-Will employment, the company reserves the right to revise,delete and add to the provisions of this Employee Handbook at any time. All suchrevisions, deletions or additions to the Employee Handbook must be in writing and must besigned by the Chief Executive Officer or Administrator. You will be provided with copies ofany written changes. No oral statements or representations can change the provisions ofthis Employee Handbook.This Employee Handbook does not constitute an employment contract in whole or in part,guaranteeing that you will be employed for any specific time period. Any agreement toemployment for a specified period of time must be put into writing, signed by the ChiefExecutive Officer of MPI Home Care and be directed to you personally to be enforceable.If a written contract between you and MPI Home Care is inconsistent with this EmployeeHandbook, the written contract is controlling.Nothing in this Employee Handbook is intended to unlawfully restrict an employee's right toengage in any of the rights guaranteed by Section 7 of the National Labor Relations Act,including but not limited to, the right to engage in concerted protected activity for thepurposes of the employees’ mutual aid and/or protection.Employment StandardsEmployment At-WillThis handbook is not an employment contract and does not attempt to cover every facet ofthe employer-employee relationship. Nothing in this Employee Handbook or in anydocument or statement, written or oral, shall limit the right to terminate employment At-Will.No Officer, employee or representative of MPI Home Care is authorized to enter into anagreement – express or implied – with any employee for employment for a specified periodof time unless such an agreement is in a written contract signed by the Chief ExecutiveMPI/HR/Employee Handbook Page 7Rev. 2021 June
Officer or designee of the company.All placements with MPI Home Care’s clients may be terminated, changed, or modified AtWill, i.e., at any time, for any reason, with or without cause or advanced notice. MPI HomeCare cannot guarantee any particular placement or a placement for a particular period oftime.Equal Employment Opportunity (EEO) and HarassmentMPI is committed to the principals of Equal Employment Opportunity and to makingemployment decisions based on merit and value. We are committed to complying with allFederal, State, and local laws providing Equal Employment Opportunities, as well as allother laws related to the terms and conditions of employment. We desire to keep a workenvironment which is free of harassment or discrimination because of veteran status,uniform service member status, race, color, religion, sex, national origin, age, height orweight, physical or mental disability, genetic information, pregnancy, childbirth or coveredrelated medical conditions, marital status, or any other protected class under federal orstate laws. We will make every reasonable effort to accommodate those physical or mentallimitations of an otherwise qualified employee, unless undue hardship would result for thecompany.Just as the company bears a responsibility towards this policy, each employee must clearlycommunicate their disinterest in, or offense taken to, any perceived verbal or physicaldiscrimination or harassment. We are all responsible for upholding this Equal EmploymentOpportunity policy and commitment. Equal Employment Opportunity laws afford each oneof us the chance to succeed or fail based on individual merit.Non-Discrimination/HarassmentIt is our philosophy and policy that any unlawful discrimination against any employee orapplicant based on race, color, sex, age, religion, national origin, marital status, disability,handicap, height, weight, ancestry, sexual orientation, political belief or status as aveteran will not be allowed or tolerated. This policy applies to all employment practicesincluding recruiting, hiring, pay rates, training and development, promotions and otherterms and conditions of employment and termination.MPI Home Care has a “zero-tolerance” policy for the unlawful harassment of anyemployee including, but not limited to, joking remarks, stories, nicknames or otherabusive conduct directed at employees because of their race, color, sex, religion, nationalorigin, age, handicap, height, weight, veteran, marital status or membership in anotherprotected group. This same policy applies to the behavior of any MPI Home Careemployee toward any client or a client’s family member or house guest as well as thetreatment of an MPI Home Care employee by any client or a client’s family member orhouse guest.MPI/HR/Employee Handbook Page 8Rev. 2021 June
Sexual HarassmentMPI Home Care prohibits any kind of unlawful harassment of any employee or client.Sexual harassment is prohibited because it is illegal, intimidating, often is the result of anabuse of power and is wholly inconsistent with MPI Home Care's policies, practices andmanagement philosophy. Sexual harassment is defined, generally, as unwelcome sexualadvances, requests for sexual favors, and other verbal or physical conduct of a sexualnature, express or implied. Sexual harassment can take the following forms: Sexual conduct that interferes with another employee's work performanceor creates an intimidating, hostile, uncomfortable or offensive workenvironment. Personnel decisions (e.g. promotion, raises, scheduling) made by asupervisor based on the employee's submission to or rejection of sexualadvances. Submission to a sexual advance used as a condition of keeping or gettinga job, whether expressed in explicit or implicit terms.Sexual harassment also includes unwelcome sexual flirtations, advances or propositions,verbal abuse of a sexual nature, requests for sexual favors, unnecessary touching of anyindividual, graphic or verbal commentaries regarding the human body, sexually degradingwords used to describe an individual, a display in the workplace of sexually suggestiveobjects or pictures, sexually explicit or offensive jokes, or physical assault.This same policy applies to the behavior of any MPI Home Care employee toward anyclient or a client’s family member or house guest as well as the treatment of an MPI HomeCare employee by any client or a client’s family member or house guest. It is important toremember that when dealing with some mentally or cognitively impaired clients as well asmuch older clients, they may need direction about what is appropriate behavior andcomments. If you need assistance with this direction, or if your efforts at direction are notsuccessful, it is imperative that you report this to your supervisor, the HR Director,Administrator and/or the Chief Executive Officer.Racial/National Origin HarassmentNo unlawful harassment of any employee, customer or client will be tolerated at MPIHome Care. Racial and national origin harassment is verbal or physical conduct thatdenigrates, belittles or shows hostility or aversion towards an individual because of his/herrace or national origin and has the purpose or effect of creating an intimidating, hostile, oroffensive working environment, has the purpose or effect of unreasonably interfering withan individual’s work performance or otherwise adversely affects an individual’s employmentMPI/HR/Employee Handbook Page 9Rev. 2021 June
opportunities.Racial or national origin harassment includes, but is not limited to, epithets, slurs,intimidating or hostile acts that relate to race or national origin, written or graphic materialthat denigrates, belittles or shows hostility or aversion toward an individual because ofhis/her race or national origin or that is placed on walls, bulletin boards or elsewhere onour premises or circulated in our offices.Responsibility of EmployeeAll of MPI Home Care’s employees have a responsibility to keep our work environmentfree of all types of harassment and discrimination. Any employee who becomes aware ofan incident of harassment or discrimination, whether by witnessing the incident or beingtold of it, must report it, in writing, to the HR Director of MPI Home Care. Such reportsshould be made no matter how slight they may seem. When MPI Home Care becomesaware of harassment or discrimination, it will review the situation and take the necessaryprompt and appropriate action. Any individual who makes unwelcome advances, threatensor in any way harasses another employee is personally liable for such actions and theirconsequences.Employee Recourse/Non-RetaliationAny employee who feels subjected to any form of discrimination or harassment, includingsexual harassment, or who witnesses any conduct which appears to involve discriminationor harassment, should immediately report it to his/her supervisor, in writing, who willinvestigate the matter and take or recommend appropriate action. If you believe it would beinappropriate to discuss the matter with your supervisor, you may bypass your supervisorand report it directly to the HR Director in writing. If you are still not satisfied or believe it isnot appropriate to discuss with the HR Director, you may also report it to the ChiefExecutive Officer of MPI Home Care, in writing, who will undertake the investigation. Suchreports will be investigated promptly and thoroughly. If the report has merit, disciplinaryaction will be taken against the offender. Depending on the severity of the misconduct, thedisciplinary action could range from a warning to termination of employment.Complaints of this nature will be maintained in confidence and will be divulged only to theextent necessary to complete the investigation and determine the appropriateresolution. MPI Home Care prohibits any form of retaliation against any employee forfiling a bona fide complaint under this policy or for assisting in complaint investigation.However, if MPI Home Care determines that false information was provided regarding acomplaint, disciplinary action may be taken against that individual up to and includingdischarge.MPI/HR/Employee Handbook Page 10Rev. 2021 June
Important Notice Under the Michigan Persons with DisabilitiesCivil Rights ActThe purpose of this Notice is to advise you of your rights under the Michigan Personswith Disabilities Civil Rights Act ("Act"). This is a law which requires employers toaccommodate employees or job applicants who have a "disability" (as defined in Act),unless doing so would cause the employer an undue hardship. According to the Act, adisability is:A determinable physical or mental characteristic of an individual, whichmay result from disease, injury, congenital condition of birth, or functionaldisorder, if the characteristic . . . substantially limits 1 or more of the majorlife activities of that individual and is unrelated to the individual's ability toperform the duties of a particular job or position or substantially limits 1 ormore of the major life activities of that individual and is unrelated to theindividual's qualifications for employment or promotion.A disability does not include:A determinable physical or mental characteristic caused by the currentillegal use of a controlled substance by that individual, or a determinablephysical or mental characteristic caused by the use of alcoholic liquor bythat individual, if that physical or mental characteristic prevents thatindividual from performing the duties of his or her job.The Act provides that a person with a disability may allege a violation of the lawregarding failure to accommodate only if the employee notifies the employer in writingof the need for accommodation within 182 days after the date the employee knew orreasonably should have known that an accommodation was needed.We encourage all persons who believe that they require accommodation in the workplace to adequately perform material duties of their job, to advise the HR Director ofMPI Home Care by making a written request for accommodation.Disability Accommodation Under Federal LawIn accordance with the law, MPI Home Care provides equal employment opportunities toqualified individuals with disabilities. This may include providing reasonableaccommodation where appropriate in order for an otherwise qualified individual to performthe essential functions of the job. It is your responsibility to notify the HR Director of MPIHome Care of the need for accommodation, which we request to be done in writing.Employees are required to cooperatively engage in communications with MPI Home Careregarding any accommodation request and provide any necessary authorizations for MPIHome Care to obtain additional information from health care providers in accordance withthe law.MPI/HR/Employee Handbook Page 11Rev. 2021 June
Employee ApplicationsMPI relies upon the accuracy of all information that you provide on the employmentapplication as well as the accuracy of all other information that you present throughout thehiring process and the employment relationship. This includes, but is not limited to prioremployment, reasons for leaving previous employment positions, education, verification oflicenses, convictions, certifications, permits, professional and personal references, etc. Allinformation is subject to verification.Your employment application and all other forms must be completed fully and signed. Anymisrepresentations, falsifications or material omissions in any manner, whether onemployment forms or verbally, may result in the offer of employment being rescinded and youbeing excluded from further consideration for employment. If the falsification,misrepresentation or omission is discovered after you have been hired, you are subject totermination from employment.Each employee is required to successfully complete the hiring process. This includes, but isnot limited to: Completion in full of an employment application and all required employmentforms and documents: TB testing, drug screening and criminal background checkEmployee will be asked to sign a consent form for the backgroundinvestigation and drug test. Results will be kept confidential. Results will onlybe shared with the client or facility if they request and only after you authorizeits release. The result of a criminal background checks and/or drug test, maybe grounds for rescinding the offer of employment. Conviction of a crime is notnecessarily a bar to employment and MPI Home Care complies with state andfederal law regarding criminal records in employmentVerification of two (2) professional referencesProviding satisfactory employment references is r
MPI/HR/Employee Handbook Page 2 Rev. 2021 June . Mission Statement. MPI Home Care (MPI) will provide compassionate and cost effective care using the highest possible standards of excellence; providing peace of mind to our clients and their families. MPI's valued employees will have the knowledge, skill, and passion to deliver care that
