This handbook and the information in it should be treated as confidential. No portion of this handbook should be disclosed to others, except Take Care employees and others affiliated with Take Care whose knowledge of the information is required in the normal course of business.
Some subjects described in this handbook are covered in detail in official policy documents. Refer to these documents for specific information because the handbook only briefly summarizes those guidelines and benefits. Please note that the terms of the written insurance policies are controlling and override any statements made in this or other documents.
Please note that for the purpose of this handbook “Take Care” represents all companies owned and operated by Take Care including but not limited to, Take Care Advisor.
Welcome New Employee
A Letter from Owner & CEO, Susanne Wise; President, Courtney Wise Snyder, MSG, CMC; & Director of Business Development, Erika Wise Borland, MA
Welcome to the Take Care team! We are delighted you have chosen to work with Take Care. We take pride in our employees and they are the foundation of allowing us to deliver the best in care to our clients.
Take Care offers one of the best working environments available. We want you to look forward to coming to work, to feel comfortable in your surroundings, and to show respect and care for our clients and your colleagues. Our environment is conducive to creative thinking, professional career growth, and a sense of belonging.
Showing care and respect for Take Care clients is part of what sets Take Care apart from other home health care agencies. We make a difference in each of our client’s lives and you are a critical component to making Take Care clients comfortable, happy, and safe.
Take Care’s Employee Handbook introduces you to Take Care’s policies and practices and serves as a continuous guide and communication tool. It is required that you familiarize yourself with its contents and use it as a reference.
Take Care is recognized for our highest quality care, excellent customer service, and our sincere commitment to our clients. We hope that your career with Take Care will be challenging, rewarding, enjoyable, and provide you with opportunities for learning and growth. Again, welcome to the team!
Susanne Wise, RN, MBA, CEO & Owner
Courtney Wise Snyder, MSG, CMC, President
Erika Wise Borland, MA, Director of Business Development
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.
History of Take Care
Founder and owner, Susanne S. Wise, RN, MBA, opened the first office of Take Care in June of 1995. Susanne serves as the Chief Executive Officer and inspiration for the company and continues to be part of the daily operations of Take Care.
Take Care began with an office staff of three and a field staff of five. During the following years, it has grown to a staff of over 500 employees. Many of the first-year hires remain with the company due to excellent growth management by the company and the heart-felt support of all employees.
From the beginning, the goal of Take Care has been to be the best regional provider of private duty home health care. This is still the major focus of Take Care. Our satisfied clients are the best source of future business. They and their families, physicians, and financial managers continue to refer their friends and clients to Take Care for quality service.
In 2008, Susanne recognized a need for geriatric care management and opened Take Care Advisor. Take Care Advisor’s RN team bridges the communication gap among medical providers and ensures the continuity of care, assisting clients in coordinating and navigating all facets of one’s health care, including health care planning and crisis assistance. Their nursing background equips the RN Geriatric Care Managers with the knowledge to holistically support and advocate for one’s health and well-being.
By expanding Take Care’s services, under the same umbrella, Take Care is providing our clients with a more integrated state-of-the-art and personalized system. Take Care continues to be on the cutting edge of health care.
Moreover, her two daughters, Courtney Wise Snyder, MSG, CMC, and Erika Wise Borland, MA, have been working alongside Susanne at Take Care since 2008. Together, they ensure a continuity of character and consistency of values, which is the stabilizing force that propels the creativity and innovation needed to move Take Care forward. Their business ethics and the value of relationships combine to make a caring, dependable, and trustworthy service. Furthermore, the dedicated Take Care team works collectively to ensure the efficacy and standards of home health care and RN geriatric care management are upheld to the highest degree—everyone deserves the best in care.
Our goal for the future is to continue to provide the highest quality home health care along with geriatric care management to enhance and spread our excellent reputation in the community. We invite our employee’s to share in this goal and its realization.
Disclaimer of At-Will Employment And Non-Contract
Each employee of Take Care is an at-will employee. This means, as an employee of Take Care, the employee may terminate his or her employment at any time, for any reason, or no reason, and the company has the same right. Further, no representative of Take Care has the authority to enter into an agreement of employment for any specified period of time or to make any agreement contrary to the foregoing without the express approval and consent of the President and/or CEO and Owner.
This Employee Handbook or any other employment policy or form, is not intended to create a contractual relationship with the employee. This lack of guarantee and lack of employment contract also applies to other benefits, working conditions, and privileges of employment with Take Care.
Take Care may alter or eliminate any of the policies or work rules, and may add new policies or rules, at any time at the Employer’s discretion.
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. Take Care complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Take Care expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Take Care employees to perform their expected job duties is absolutely not tolerated.
Americans With Disabilities Act (ADA) And The Ada Amendments Act (ADAAA)
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act (ADAAA), are federal laws that prohibit employers with 15 or more employees from discriminating against applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.
It is the policy of Take Care to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is our company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions, and privileges of employment.
The company will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to Take Care. Contact Human Resources with any questions or requests for accommodation.
Take Care does not believe it is necessary to have a third party intervene between the corporation and our employees.
Take Care relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented. Any misrepresentation, falsifications, or material omissions in any of this information or data may result in exclusion of the individual from further consideration for employment at any time during the hiring process, or, if the person has been hired, termination of employment may occur.
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.
- Completed RN, LPN, or CNA, HHA Competency Test (as required).
- Physical examination not more than 6 months old (as required).
- Required certification of state healthcare requirements i.e.: CPR (as required).
- Eligibility to work in home health via AHCA Level 2 background screening (as required).
- Availability Schedule (as required).
Human Resources reviews all application and reference information that has been verified. Those selected for further consideration are contacted and scheduled for a personal interview. After the interview, Human Resources will determine if the applicant will be hired. If hired, an appointment will be made with the future employee for orientation training in the Take Care office.
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.
- Consent for background check with the Florida Department of Law Enforcement (FDLE) or the Agency for Health Care Administration (AHCA).
- Provide proof of a physician’s health examination within the last six months to include a statement from an appropriately licensed healthcare professional stating that the employee appears to be free of communicable diseases, including tuberculosis (as required).
- 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.
- Complete all requirements of Take Care’s training and orientation.
Take Care receives a background check on all Take Care employees from the Florida Department of Law Enforcement (FDLE) or the Agency for Health Care Administration (AHCA) before the start of employment. As part of the hiring process, the employee will sign a notarized affidavit to initiate the background check, as stated in Florida Statutes Section 400.512.
If disposition information is missing on the criminal record, it is the responsibility of the person being checked to obtain and supply the missing information within 30 days. Failure to do so will result in automatic disqualification of employment.
Take Care may not use this background information for any purpose other than determining that the employee meets minimum standards of good moral character for home health agency personnel. These standards (as established by the Agency for Health Care Administration) ensure that all home health employees have not been found guilty of, regardless of adjudication, or entered a plea of guilty to any offenses prohibited under any of the provisions of Florida statutes as included in the employment application.
Orientation and Training
New employees shall attend Take Care’s orientation. This orientation process may include the following orientation sessions: Human Resources, Clinical, and Safety. Orientation is paid to new field employees at minimum wage.
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. If, following employment, Take Care learns that an employee intentionally provided false or misleading information, or intentionally omitted pertinent information regarding essential background, employment history, credentials or qualification for employment, Take Care may discipline the employee up to and including termination, regardless of the time elapsed before the discovery.
Take Care may investigate an employee’s background, employment history, credentials, and qualifications at any time during the employment relationship.
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. Take Care hires qualified relatives of employees if the employment does not create an actual or perceived conflict of interest. If a supervisor is placed in a position of supervising a relative, the supervisor is responsible for using good judgment and impartiality in all decisions affecting the relative.
Employees who are relatives may not work with the same client unless prior approval is granted by the President and/or CEO and Owner.
Outside Requests for Information on Current and Former Employees/Employment Verifications
Employees and former employees must refer all such inquiries to Human Resources. Human Resources will only respond to reference check inquiries that are submitted in writing. In addition, an authorization signed by the employee/former employee to release information will be required. Take Care complies with the Fair Credit Reporting Act.
Take Care will not give out any information regarding evaluations of any employee’s performance.
Classifications Of Employment
Take Care employees are designated as either non-exempt or exempt under federal law and state wage and hour laws. An employee’s classification may only be changed upon written notification by Take Care’s Human Resources.
Non-Exempt Employee: The term non-exempt refers to employees who are not exempt from the Fair Labor Standards Act’s minimum wage and overtime requirements. They are employees to whom the Employer pays overtime pay at the same rate of one-and-one-half times the employee’s regular hourly rate, for all hours worked on behalf of Take Care beyond 40 hours in a workweek.
Exempt Employee: Exempt employees are those who are exempt from provisions of the Fair Labor Standards Act’s minimum wage and overtime requirements.
In addition to the above classifications, each employee will belong to one of the following categories:
- Regular, full time: Employees who are not in a temporary status and who are regularly scheduled to work the company’s full-time schedule. 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.
- Temporary, full time: Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
- Temporary, part time: Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work less than the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.
Take Care’s offices are open from 9:00 a.m. to 5:00 p.m. Monday through Friday.
Overtime work may be available. Overtime is paid according to State and Federal regulations for non-exempt employees and is based on actual hours worked. For purposes of performing overtime calculations, time off for PTO (paid time off), holidays, or any other leave of absence will not be considered hours worked.
Overtime work must be scheduled and approved in advance by the employee’s supervisor. Failure to work scheduled overtime or overtime worked without prior authorization from the employee’s supervisor may result in corrective disciplinary action.
The payroll workweek is a 7-day period that starts and ends at 12:00 a.m. every Monday.
Absences, Absences Due To Illness, And Tardiness
Any unapproved absence will be considered an unexcused absence.
If the employee has an emergency, the employee must notify the Supervisor (whether during business hours or during afterhours) at least eight (8) hours or more prior to the scheduled start time/shift time.
If planning to take time off, the employee must fill out a Notification of Days Off form located in every Take Care office and give to Human Resources or the Office Coordinator. Please provide a minimum of two weeks’ notice for time off.
Take Care has the right to inquire regarding details for the employee’s absence from work including health related absences. The only exemption to this is if the reason for the employee’s absence is a medical condition that is protected under the Americans with Disabilities Act.
Absences Due to Illness
If an employee suspects he or she is ill, the employee must immediately call to the Take Care office.
Employees who are sick with a communicable illness should not report to work until the risk of infecting others has passed and they are able to satisfactorily perform their job duties. Communicable illnesses (for purposes of this policy) are those such as colds, flu, measles, mumps, and chicken pox, etc., which are commonly and easily transmitted to others. Such communicable illnesses are transmitted by the spread of viruses and bacteria in airborne droplets through coughing and sneezing, and by touching and hand contact on shared items.
After an absence of 3 days due to illness, employees may be required to obtain a doctor’s release in order to return to work.
This policy is not intended to conflict with an employee’s rights under the Americans with Disabilities Act (ADA). If the illness does not pose a risk to co-workers or clients, and if the employee can perform the job duties with or without reasonable accommodation, the employee is encouraged to discuss their return to work with Human Resources.
All employees are expected to be at their assigned shift ready to work on time, and are expected to work the exact scheduled time.
If an employee is late (or expects to be late) for any reason, the employee is required to notify Take Care Scheduling as soon as possible. Failure to do so may result in disciplinary action.
If a client wishes to alter the shift time, the client must call to Take Care Nursing. Caregivers are not to leave shift at any time other than what is scheduled unless the caregiver has spoken with Take Care Nursing and received approval (while still on shift).
Unexcused tardiness or leaving early without approval will not be tolerated and will result in disciplinary action up to and including possible termination.
Any unapproved absence will be considered an unexcused absence.
If an employee has an emergency and will not be able to report to work, the employee must notify the Supervisor (whether during business hours or during afterhours) with as much advance notice as possible prior to their scheduled start time (preferably at least 8 hours prior).
Take Care may inquire regarding details for the employee’s absence from work including health related absences. The only exemption to this is if the reason for the employee’s absence is a medical condition that is protected under the Americans with Disabilities Act.
Absences Due to Illness
If an employee suspects he or she is ill, immediately call to the Take Care office.
Employees who are sick with a communicable illness should not report to work until the risk of infecting others has passed and they are able to satisfactorily perform their job duties. Communicable illnesses (for purposes of this policy) are those such as colds, flu, measles, mumps, and chicken pox, etc., which are commonly and easily transmitted to others. Such communicable illnesses are transmitted by the spread of viruses and bacteria in airborne droplets through coughing and sneezing, and by touching and hand contact on shared items.
After an absence of 3 days due to illness, employees may be required to obtain a doctor’s release in order to return to work.
This policy is not intended to conflict with an employee’s rights under the Americans with Disabilities Act (ADA). If the employee’s illness does not pose a risk to co-workers or clients, and if the employee can perform the job duties with or without reasonable accommodation, the employee should discuss their return to work with their supervisor.
All employees are expected to be at their assigned work station ready to work on time, and expected to work the exact scheduled time.
If the employee is late (or expects to be late) for any reason, the employee is required to notify the Take Care Supervisor as soon as possible. Failure to do so may result in disciplinary action.
Unexcused tardiness or leaving early without approval will not be tolerated and will result in disciplinary action up to and including possible termination.
Recording Work Hours
Field Employee time worked is reported via telephony process at the beginning and end of every visit/shift.
Office Employee time worked is reported via ADP input and must be completed by the end of every work week. Failure to report time worked for any employee will result in a delayed paycheck.
Take Care utilizes electronic visit verification through a telephony system. This is a requirement of the job. Accurately recording time worked is the responsibility of each employee. Falsifying information on Take Care documentation will result in disciplinary action. An employee falsifying time worked will be placed on probation or terminated.
Federal and State laws require Take Care to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked over that which is scheduled must be pre-approved by the client and confirmed by an RN Clinical Supervisor or by a Triage Nurse if after hours. Overtime work must always be pre-approved before it is performed.
If the telephony system should fail (and not by user error), time slips and additional documentation (such as ADLs) will be required. In addition, in special circumstances where a client does not permit the use of their phone, time slips and paper ADLs will be required. That documentation is to be submitted to a Take Care office by 10:00AM 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. Employees should accurately record the time they begin and end their work.
Each Time Slip must be signed by the Employee and by the Client or their representative. All Time Slips are checked for accuracy in the Take Care office by comparing the hours worked to the hours scheduled and also by comparing the hours worked to the client’s ADL Sheets and Clinical Notes.
Office employees report time worked within Take Care’s ADP system. Accurately recording time worked is the responsibility of each employee. Falsifying information will result in disciplinary action. An employee falsifying time worked will be placed on probation or terminated. Federal and State laws require Take Care to keep an accurate record of time worked in order to calculate employee pay and benefits. An instructional guide is provided to each employee.
Mileage And Expense Reimbursement
Reimbursable miles incurred by an employee will be compensated at the current IRS Mileage Rate. The employee is required to complete a detailed mileage log form, which includes the specific addresses and verified Google Maps mileage on the Take Care Mileage Log. Mileage logs are due every Monday by 10:00AM and can be submitted to any Take Care office. Mileage reports will only be honored for one month following the period in which the mileage was incurred. One mileage log is to be completed per client.
If traveling out of the area on Take Care business, Take Care will pay reasonable pre-approved transportation costs, lodging and meal expenses. Some expenses may be prepaid by Take Care (such as airline tickets) and other expenses will be reimbursed upon return (such as hotel and meals). Receipts must be obtained for all expenses to be reimbursed.
Office Salaried Employees
Mileage is not reimbursable, except for visits relating to clients.
Example: RN travels to potential client home for a courtesy visit. Miles are reimbursable to/from Take Care office to clients home.
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.
The CG can submit reimbursement for mileage when CL is being transported in CG’s car or if the CG does errands for the client in the CG’s car.
Example: Client is in CG car: CG transports Client to a physician appointment and transports the client back to the Client’s home. Those are reimbursable miles.
Example: CG is asked to come to a Take Care office to pick up equipment. Mileage is reimbursed from the Take Care office to the Client’s residence.
Payment of Wages
Take Care employees are paid weekly on Fridays. Each paycheck will include earnings performed through the end of the previous payroll period. A payroll period starts and ends at 12:00 a.m. every Monday.
Paychecks are generally available between 9:00 a.m. and 5:00 p.m. each Friday for pickup at the Take Care office. In the event that a payday falls on a holiday, payday information will be posted for employees in each office.
Field Employees are required to pick up pay checks/pay stubs at the Take Care office every three weeks. The privilege of direct deposit will be forfeited if this requirement is not fulfilled.
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.
In the unlikely event that there is an error in the amount of pay, the employee should bring the discrepancy to the attention of Payroll by calling the Sarasota Take Care Office. If corrections are warranted, they will be processed in a timely manner.
Live paychecks must be cashed within 6 months of issuance. Take Care will make one attempt to contact the employee before the paycheck is cancelled. All cancelled paychecks will be sent to the Florida Department of Financial Services as unclaimed property after one year.
Live paychecks that are cashed prior to the actual check payday will incur an early cashing fee. That fee will be the responsibility of the employee and will be deducted from the employee’s next paycheck.
Take Care employees may have their pay directly deposited into their bank accounts if they provide advance written authorization to Take Care. Employees will receive an itemized statement of wages when their pay is direct deposited.
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.
Take Care employees will receive their last payment in a form of a check. The employee must be in good standing until the very last day to receive their last payment via Direct Deposit. This will be on a discretionary basis.
Take Care establishes an employee file when employment begins. It is important that accurate employment records be kept for each employee.
Please notify the Take Care office of any changes related to:
- Legal Name
- Telephone Number
- Marital Status
- Driver’s License (as required)
- Vehicle Insurance – change in coverage or provider (as required)
- Professional Licenses and Renewals (as required)
- Insurance Beneficiary (as required)
- Emergency Contact
- Medical information required in an Emergency
- W-4 Information
- Work Authorization
If there are any questions regarding this information, please contact Human Resources.
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. Feedback on an employee’s performance comes from many sources, including supervisors, clients, Human Resources, and/or co-workers.
Performance feedback may be given in two formats: verbally or in writing. This includes both positive feedback and guidance for performance improvement and/or discipline for corrective action.
Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Employees also have the responsibility to perform their duties to the best of their ability and to the standards as set forth in their job descriptions or as otherwise established. Take Care supports the use of progressive discipline to address issues such as poor work performance or misconduct. Our progressive discipline policy is designed to provide a corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues. Our progressive discipline policy has been designed consistent with our organizational values, HR best practices and employment laws.
Take Care reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including verbal and written warnings, suspension with or without pay, demotion and termination.
It may be necessary for Take Care to take disciplinary action against an employee. Discipline results (1) when an employee’s action(s) does not conform to the generally accepted standards of professional behavior; (2) when an employee violates Take Care’s policies and procedures; (3) or when an employee’s work performance is not satisfactory.
The severity of the disciplinary action depends on the nature of the offense. Discipline may range from a verbal warning(s), to a written warning(s), to temporary suspension from work, or to immediate termination.
Nothing in this policy or in this handbook is intended to limit in any way Take Care’s right to terminate employees at any time, with or without reason, with or without advance notice.
Outlined below are the steps of our progressive discipline policy and procedure. Take Care reserves the right to combine or skip steps in this process depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. Some of the factors that will be considered are whether the offense is repeated despite coaching, counseling and/or training; the employee’s work record; and the impact the conduct and performance issues have on our organization.
The following outlines Take Care’s progressive discipline process:
- Verbal warning: A supervisor or Human Resources verbally counsels an employee about an issue of concern, and a written record of the discussion is placed in the employee’s file for future reference.
- 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. Written warnings are placed in an employee’s file. 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). PIP status will last for a predetermined amount of time. Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct and/or work requirements as specified by the supervisor and the organization. At the end of the performance improvement period, the performance improvement plan may be closed or, if established goals are not met, dismissal may occur.
Termination of Employment
An employee’s termination from Take Care may occur voluntarily or involuntarily. These categories of termination are defined below.
When the employee initiates the termination process:
- Job Abandonment. This may include but is not limited to failing to report to work as scheduled, refusing to appear for a counseling session, refusing to work a shift/day within 30 days of initial orientation, not responding to attempts made to contact the employee for work related purposes, or refusing to return from a requested Leave of Absence.
- Written Resignation
Employees who voluntarily separate their employment are urged to give a minimum of two weeks written notice (four weeks for Clinical Supervisors and six weeks for all Clinical Directors and Administrators) prior to the separation date.
Per policy for Office Employees, failure to give a minimum of two weeks’ notice will result in the loss of accrued PTO (paid time off).
When Take Care initiates the termination process:
- Tardiness and/or absenteeism
- Unsatisfactory work performance
Employees who are involuntarily terminated are not entitled to payment of accrued benefits.
An employee may request an exit interview when leaving Take Care’s employment by contacting Human Resources. This will be an opportunity to give feedback concerning employment at Take Care.
Take Care may, in its sole discretion, reassign or transfer an employee. An employee may be asked to accept a reassignment to assist Take Care when the need arises.
Reassignment may be used as an alternative to termination in instances in which a recently promoted employee cannot adequately perform new job duties after a sufficient trial period has elapsed. In some instances, reassignment may be used as a method to permit further development of an employee’s skills.
Workplace Expectations & Professional Behavior at Take Care
An employee’s work at Take Care will bring them into contact with certain information of a confidential nature. Any medical, personal, and social information about a client or employee and also proprietary information regarding the operation of our business that is not generally known or disclosed to the public are confidential.
Confidential information may only be discussed with employees who have a work-related need to know. Employees will not discuss confidential information with any persons outside of Take Care. Questions regarding confidentiality should be directed to the President and/or CEO/Owner and/or Human Resources.
Clients should not be discussed with family, friends, or other clients. Clients’ telephone number(s), email addresses or any form of protected health information should not be given to family, friends, or other clients. Such action will be considered a breach of the clients’ right to confidentiality.
Failure to protect confidential information is a serious offense. An employee who violates this policy is subject to disciplinary action, up to and including termination.
All employees are given a detailed copy of Take Care’s written HIPAA Policy and are expected to adhere to those policies and procedures.
Conflicts of Interest
An actual or potential conflict of interest occurs when a Take Care employee is in a position to influence a business decision by Take Care or by a client of Take Care that may result in a personal gain for that employee or for a relative of any employee. For the purpose 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.
No “presumption of guilt” is created by the mere existence of a relationship with an outside service or business. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose the existence of any actual or potential conflict of interest to the CEO or President of Take Care, as soon as possible, so that safeguards can be established to protect all parties.
An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with Take Care.
If Take Care determines that an employee’s outside work interferes with job performance or the ability to meet the requirements of employment with Take Care the employee may be asked to terminate the outside employment if he or she wishes to remain an employee of Take Care.
Outside employment will present a conflict of interest if it has an adverse impact on Take Care and/or the employee’s performance of his or her job duties. Take Care reserves the right to prohibit outside employment if an employee is currently on FMLA leave, Medical Leave, or has an open Workers’ Compensation Claim for which Take Care is currently providing the employee Light Duty Work or other circumstances in connection with a Workers’ Compensation Claim.
No employee may conduct personal business during working hours either at a Take Care office or if the employee works remote. No Take Care equipment may be utilized to conduct personal business.
Personal appearance guidelines for employees are as follows:
Field Employees are required to wear scrubs at all times unless otherwise instructed.
- Soiled and untidy clothing or uniforms shall not be worn.
- Take Care badge must be worn at all times.
- Closed toe shoes are required.
- Jeans of any color and skintight pants (jeggings, leggings, leotards, yoga pants, skorts, workout apparel, shorts, etc.) are prohibited.
- Short & midriff tops, halter-tops, sleeveless tops, low cut tops and T-shirts with logos are prohibited.
- Hair grooming, mustaches, beards, and sideburns must conform to neat, clean, and appropriate styles.
- Proper personal hygiene is required.
- Fingernails must be clean, neatly manicured and trimmed. Length of nails should be no longer than the tip of the finger.
- Perfumes/colognes/aftershave: Please do not use scented toiletries while on the job. They may offend, nauseate, or cause an allergic reaction to others.
- Jewelry worn should not interfere with safety requirements or cause safety problems (i.e., dangling earrings, long chains, etc.).
- No additional fashion accessories are acceptable (i.e. hats, scarves, etc.)
- No facial piercings with the exception of earrings. No dangling earrings should be worn.
- No visible tattoos. All tattoos should be appropriately covered.
An office employee’s use of discretion in style of dress is essential to the productive and efficient operation of the workplace. As professionals, first impressions can be lasting ones.
During office hours, clients and potential clients are welcome at any time so it is important that employee office attire aligns with Take Care’s image throughout the communities served. Take Care’s dress code is considered to be business professional. This means that although a suit and tie is not required every day, a professional appearance is required every day.
Please read carefully the following list of “DO NOTs” to help guide Employees with their office attire:
The following are NOT acceptable:
- Jeans, sweatpants, exercise pants, or spandex
- Shorts or skorts
- Blouse with plunging neckline
- Blouse that exposes the midsection
- No t-shirts or collarless shirts for men
- Skirts or dresses that are too short in length (wearer should be able to sit comfortably in public)
- Body piercings (except ears)
- Flip-flop sandals or any sandals that would be worn on the beach
- Sneakers or tennis shoes
- Extreme hair colors (purple, blue)
- Tank tops or tube tops
- Torn, dirty, wrinkled or frayed clothing
- Take Care prefers that tattoos be covered as much as possible
Safety needs to be taken into consideration when it comes to footwear. This includes safe footwear if the employee is going out to see clients and performing such tasks as transfers. Employees need to make sure their footwear is sturdy (no open back shoes).
The above is provided for guidance. If there are additional questions, employees should talk with their manager.
Take Care’s intention is to provide a safe and healthful work environment for all employees and visitors. Take Care’s offices are all smoke-free environments and smoking (this includes but is not limited to tobacco products, e-cigarettes and vapors) is prohibited in the vicinity of all Take Care office entrances and doorways. Please restrict any smoking to the designated area outside of all Take Care offices (please see Human Resources for instruction).
Smoking is not permitted while on shift under any circumstances. Please refrain from smoking immediately before shift. Caregivers are not permitted to smell of smoke/tobacco (this includes but is not limited to e-cigarettes and vapors as well) while on shift.
If visiting the Take Care office, please reference the “Office Employee” section above and adhere to the guidelines.
Equipment and Property
Equipment essential to job duties may be expensive and difficult to replace. When using equipment owned by Take Care or the client, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.
Please notify the office if any equipment appears to be damaged, defective or in need of repair. Prompt reporting could prevent deterioration of equipment and possible injury to the employee, the client, and/or others.
Upon termination of employment from Take Care, all Take Care equipment is to be surrendered to Human Resources.
Client Equipment and Property
If damage occurs to any of the client’s property, contact the Take Care office immediately. This pertains to all damages, regardless of size. Employee will not be expected to pay for damages resulting from an accident, which occurs in the normal course of work.
However, any damage done in disregard of the client’s property will result in requiring restitution from the employee causing the damage, and may result in disciplinary action, including termination.
Use of Telephones
Employees are not permitted to place personal cell phone calls or receive personal cell phone calls while working for a client. Employee’s personal cell phone should remain off or silent while working for a client. Our preference is that employees do not take their personal cell phone on shift.
Complete attention is to be given to the client’s needs at all times. Making or receiving personal calls is an inappropriate distraction, along with texting.
When answering the phone in the client’s home, the proper greeting is:
“Hello, Smith residence. This is Mary speaking.”
Employees are also not permitted to place or receive personal calls on a client’s phone.
Employees who violate this policy will receive disciplinary action up to and including possible termination.
If a family member needs to reach an employee because of an emergency, the family member should call the main Take Care number. The employee immediately will be reached.
Since the telephone is a very valuable tool for Take Care, all employees are expected to use it in a professional manner.
From time to time it may be necessary to make or receive personal telephone calls while on the job. Please limit these calls to 5 minutes or less. Step outside if this is on a cell phone and be sure to sign out and back in at the front desk.
If a personal call is in progress when a business call is received, the business call must be first priority. Either place the personal call on hold or call back later.
Excessive use of cell phones for personal calls and texting will not be tolerated. It may result in disciplinary action, up to and including termination.
Use of Computers and Electronic Equipment – Office Employees
All computer, electronic and telephonic documents and communications transmitted by, received from, or stored in Take Care’s equipment are the property of Take Care. Employees are not to use Take Care’s computer, software, and other business equipment, including copy machines, telephones, fax machines and other electronic equipment for their personal needs, correspondence, messages, or business. Employees are not to transmit material on Take Care’s equipment in violation of any state or federal law or government regulation.
All passwords are the property of Take Care. Employee will use only passwords known to the Employer.
Employees using computers are to save all company documents and files on the Take Care corporate server only. All data stored on the Take Care servers are property of Take Care. Data should not be taken off-site for any unauthorized use.
Electronic Communication and Internet Use
The following guidelines have been established for using the Internet, company-provided cell phones and e-mail in an appropriate, ethical, and professional manner:
- Internet, company-provided equipment (e.g. cell phone, laptops, and computers), and services may not be used for transmitting, retrieving, or storing any communications of a defamatory, discriminatory, harassing, or pornographic nature.
- The following actions are forbidden: using disparaging, abusive, profane, or offensive language; creating, viewing, or displaying materials that might adversely or negatively reflect upon Take Care or be contrary to Take Care’s best interests; and engaging in any illegal activities, including piracy, hacking, extortion, blackmail, copyright infringement, and unauthorized access of any computers and company-provided equipment such as cell phones and laptops.
- Employees may not copy, retrieve, modify, or forward copyrighted materials, except with permission or as a single copy to reference only.
- Employees must not use the system in a way that disrupts its use by others. Employees must not send or receive large files that could be saved or transferred via thumb drives.
- Employees are prohibited from sending or receiving files that are not related to work.
- Employees should not open suspicious emails, pop-ups, or downloads. Immediately contact IT with any questions or concerns to reduce the release of viruses or to contain viruses.
- Internal and external emails are considered business records and may be subject to discovery in the event of litigation. Be aware of this possibility when sending email within and outside the company.
Take Care’s Right to Monitor Electronic Equipment
All company-supplied technology and company-related work records belong to the company and not to the employee. Take Care routinely monitors use of company-supplied technology. Inappropriate or illegal use or communications (this includes but not limited to emails, office telephones, cell phones, texting and instant messaging) may be subject to disciplinary action up to and including termination of employment.
Use of Client Vehicles
Employees are required to exercise caution and follow all operating and safety instructions. Employees are required to obey all applicable laws when operating a vehicle.
Employees MUST notify the office if any client vehicle appears to be damaged, defective or in need of repair. Prompt reporting could prevent deterioration of the vehicle and possible injury to the employee, the client, and/or others.
The improper, careless, negligent, destructive, or unsafe use or operation of client vehicles or excessive traffic and/or parking violations can result in disciplinary actions, up to and including termination of employment.
Vehicle Operation Rules and Regulations While Driving for Take Care
- Seat belts are to be worn at all times. If the employee receives a ticket for not wearing a seat belt, the employee will be responsible for payment of the ticket.
- Take Care employees are prohibited from RIDING as a passenger in a vehicle with a client driving, a client’s family member driving, or client’s friend driving.
- All parking tickets, fines and/or sanctions will be the responsibility of the employee.
- Employees may receive disciplinary action up to and including termination for any moving violation where he or she is determined to be at fault. This includes an accident caused by the distraction of cellular phones or texting.
- Employees are prohibited from using cellular phones for talking or texting at any time while driving for Take Care.
- All Accidents MUST be reported to the Take Care office immediately. Failure to do so will result in disciplinary action, up to and including termination.
Driver’s License Requirements
Upon hire and each year on employment anniversary, each employee’s driver’s license record will be checked with the state of Florida Department of Motor Vehicles.
The following guidelines will be used to assess an employee’s eligibility to transport a Take Care client:
The past three (3) years.
Note: For major violations, the past seven (7) years may apply.
No more than one (1) moving violation (which is not a major violation) in 3 years or no more than 6 points in 7 years
Anything other than “Approved Status” or “Non-Driving Status”. This may be considered when planning staffing for a long-term case that involves driving.
- No Florida driver’s license or out of state driver’s license if the driver record cannot be obtained from that state.
- No auto insurance
- Three (3) moving violations; or
- Two (2) accidents; or
- Any combination of moving violations and accidents totaling three (3). An accident with an associated moving violation will not be counted twice; or
- One (1) major violation.* (see as defined below)
- 1 accident with a client in the car despite fault
- More than 7 points in 3 years
- More than 12 points in 7 years
- Serious medical condition that has the potential to affect safe driving ability based on the President and/or CEO/Owner’s discretion
* A Major Violation Is Defined as:
- Driving under the influence
- Driving while impaired
- Open container (driver or passenger)
- Reckless driving
- Failure to report an accident
- Making a false accident report
- Vehicular homicide or manslaughter
- Attempting to elude an officer of the law
- Driving while license is suspended or revoked, if known, or for two incidents
Guidelines For Professional Behavior
Employee is to be professional and respectful with co-workers, management, clients, and the public.
Take Care will not tolerate employee behavior that creates a disruptive, intimidating, threatening, violent, bullying, hostile or offensive working environment. Any employee who creates or adds to such an environment—whether verbal, physical or otherwise—will be subject to disciplinary action, up to and including termination.
Professional & Ethical Behavior with Take Care Clients
- Adhere to Confidentiality Policy and adhere to HIPAA Policy.
- Do not witness any paper or documents for clients or families, unless approved by the President and/or CEO and Owner.
- Do not discuss personal problems or business with clients and/or their families.
- Do not give a personal telephone number to clients. All calls must come through the Take Care office.
- Do not give the client’s telephone number to family or friends of the employee. All emergency calls must come through the Take Care office. Personal calls are prohibited while at work.
- Do not share personal opinions of doctors and/or care staff with others.
- Treat each client with respect by addressing him or her by title (Mr., Mrs., Dr., etc.) unless the client requests use of their first name or a nickname.
- Employees should introduce themselves to the client and to the client’s family (as often as necessary).
- Provide privacy and modesty in employee care of the client.
- As professionals, exhibit a sincere, caring, empathetic, and courteous manner at all times
Statement Of Ethics
Take Care is dedicated to serving clients and the public with the highest ethical standards. Gaining and keeping the trust and goodwill of our clients and the public is our highest goal.
Each employee represents Take Care to our clients and to the public. It is important when performing employee duties that they are always done so honestly, fairly, legally, and ethically.
This means that employees will put the clients’ and the public’s interest before their own. Employees will deal with co-workers, clients, and members of the public cheerfully and with respect.
ANA Code For Nurses
An excellent example of ethical guidelines can be found in the nine provisions of the American Nurses Association (ANA) Code of Ethics for Nurses (revised 2015):
- The nurse practices with compassion and respect for the inherent dignity, worth, and unique attributes of every person.
- The nurse’s primary commitment is to the patient, whether an individual, family, group, community, or population.
- The nurse promotes, advocates for, and protects the rights, health, and safety of the patient.
- The nurse has authority, accountability, and responsibility for nursing practice; makes decisions; and takes action consistent with the obligation to promote health and to provide optimal care.
- The nurse owes the same duties to self as to others, including the responsibility to promote health and safety, preserve wholeness of character and integrity, maintain competence, and continue personal and professional growth.
- The nurse, through individual and collective effort, establishes, maintains, and improves the ethical environment of the work setting and conditions of employment that are conducive to safe, quality health care.
- The nurse, in all roles and settings, advances the profession through research and scholarly inquiry, professional standards development, and the generation of both nursing and health policy.
- The nurse collaborates with other health professionals and the public to protect human rights, promote health diplomacy, and reduce health disparities.
- The profession of nursing, collectively through its professional organizations, must articulate nursing values, maintain the integrity of the profession, and integrate principles of social justice into nursing and health policy.
Take Care expects every employee to meet standards of satisfactory work performance and to observe basic rules of good conduct and professional behavior. Any employee exhibiting unacceptable behavior will be disciplined up to and including termination.
Following are some examples of unacceptable behavior. Other situations and behavior may warrant disciplinary action up to and including termination. This list is not all inclusive of unacceptable behavior:
- Failure to perform assigned duties or failure to complete required documentation.
- Failure to maintain acceptable standards of work quality and/or procedures.
- Failure to adhere to established safety policies and procedures.
- Rude or discourteous conduct towards clients, families, visitors, or other employees.
- Repeated cancellation of accepted assignments or tardiness.
- Unauthorized absence from assigned work, including leaving work without permission.
- Failure to report an injury concerning an employee or client occurring while under the jurisdiction of Take Care.
- All employees are prohibited from working more than 16 hours in any 24-hour period.
- Smoking while on assignment.
- Sleeping during work assignment
- Willful damage to equipment or property of Take Care, client, or facility.
- Theft of property belonging to Take Care, any Take Care employee, client, or facility.
- False entries to official report or records, including applications for employment.
- Insubordination or willful disobedience to the authority and work direction exercised by supervisor.
- Use of or having alcohol or illegal drugs present in the employee’s system during working hours, or abuse of prescription medications while working. Take Care supports a Drug Free Work Environment and has a zero tolerance for violations of said policy.
- Inappropriately influencing or agitating clients by imposing one’s personal religious or political beliefs on the client (reading about, talking about, giving written information about).
- Failure to notify the supervisor of absence and reason for absence.
- Abusive treatment through any intentional or grossly negligent act, or failure to act, which causes harm or potential harm to a client, guest, visitor, or employee, including but not limited to, assault or battery, failure to provide care and sexual harassment.
- Making use of client or client’s family for personal gain or for the benefit of others, including but not limited to engaging in financial transactions with clients or their families, accepting payment in any form for services rendered, borrowing, or attempting to borrow money, inducing the client to name a particular beneficiary in the client’s will or insurance policy, or engaging in the management of the client’s financial or business affairs.
- Acceptance of gifts from any client and not reporting that gift to Take Care Nursing.
- Acceptance of payment in any form from any source for work performed in the employ of Take Care for which payment is made through Take Care’s payroll.
- Commission of a criminal act, on or off duty, while employed by Take Care as evidenced by:
- Conviction of a felony or conviction of a misdemeanor if the misdemeanor charge is materially related to the employee’s job, i.e., the employee’s job situation affords the opportunity for committing the same or similar offense.
- Information known to management through observation, investigation, or other credible sources without regard to legal proceedings. (In some circumstances information arising out of legal proceedings against an employee may provide a basis for disciplinary action).
Gifts And Gratuities
Gifts and Gratuities from Clients
Take Care employees have the responsibility to serve all clients and their families equally. Take Care employees are not to solicit gifts or gratuities from clients as an inducement to provide services. Accepting gifts, gratuities or favors creates a possible conflict of interest and may result in unethical business practices.
If a Take Care client offers an employee a gift, monetary or otherwise, the employee must notify Take Care Nursing. The gift will be discussed with both the client and the client’s family, if appropriate.
This policy protects the employee and Take Care. Failure to adhere to this policy may result in discipline up to and including termination.
Gifts and Gratuities from Suppliers, Facilities, Referrals
Media And Public Contacts
Any contact with the public and media is the responsibility of the Director of Business Development, the President, and the CEO and Owner. Before speaking to the media or to any other persons outside this organization about Take Care, employees must obtain approval from the Director of Business Development, the President, or the CEO and Owner. Failure to do so could result in disciplinary action up to and including termination.
Policies and Procedures
Drug Free Workplace Policy
Take Care strives to provide a drug-free, healthful, and safe workplace. To promote this goal, Take Care has a zero-tolerance policy where drug and alcohol use are concerned. Compliance with Take Care’s Drug Free Workplace Program is a condition of employment. Any failure to submit to testing or any other violations of Take Care’s Drug Free Workplace Program will result in immediate termination of employment. Employees are required to report to work free from the presence of drugs and/or alcohol and free from the impairments associated with alcohol and drug use and/or abuse.
The legal use of prescribed drugs is permitted on the job only if it does not impair an employee’s ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.
A more detailed copy of Take Care’s Drug Free Workplace Policy is included in the Safety Manual. Employees are expected to adhere to the policies and procedures found within.
Security Policy for Office Staff
Work Hours Defined
For the purpose of this policy, Take Care Office work hours are defined as 9:00a.m. to 5:00p.m., Monday through Friday.
Use of Key Cards
Use of key cards is restricted to Office Staff. All key cards must be signed out upon receipt and returned upon termination of employment. Office Staff must notify their supervisor prior to accessing any Take Care office during non-working hours.
Office and Personal Security
All Take Care Offices are electronically locked during non-working hours. For personal security, any employee that finds an outside access door open during non-working hours should never enter the premises without first notifying the after-hours supervisor prior to entering. Field employees are not permitted to be inside Take Care offices after hours without approval from a Supervisor.
All passwords are changed periodically and kept confidential. No one is to have his or her passwords “remembered.” The Corporate Server is to be accessed exclusively by the Director of Business Operations or Corporate Officers Only. Anti-Virus software scans are performed daily. The network is to be backed up nightly to a separate location. In the event of an emergency, all electronic equipment is to be shut down immediately and backup tapes are to be taken off premises by the Director of Business Operations at the Sarasota Office.
Emergency Security Procedures
For the purpose of this policy an emergency is defined as a life threatening or perceived life-threatening situation whether on or off the Take Care premises. Emergency situations may include a bomb threat, physical violence, robbery, fire, hurricanes, and flood, among others. In the event of an emergency, employees are to report to their supervisors for instruction. Supervisors are to immediately advise the CEO/Owner of any and all emergencies.
Safety and Accident Prevention Policy
Take Care is proud of its safe work record. To maintain this record, employees are expected to follow the safety policies and procedures contained in the Safety Manual and safe work practices that have been verbally communicated. The Safety Manual is to be used by employees as a guide to aid in safety and the safety of others. A copy has been provided during orientation.
Failure to obey safety rules, training and/or instruction, or willful refusal to use safety equipment will be considered misconduct and subject to disciplinary action, up to and including termination.
As required by the Occupational Safety and Health Administration (OSHA), employees must immediately report all injuries or illnesses that occur or originate while on the job.
If an office employee is aware of any unsafe conditions in the workplace, notify Human Resources. If a field employee is aware of any unsafe conditions in the client’s residence, notify Take Care Nursing.
Take Care requires that all field employees notify Human Resources of any accident, injury or otherwise restricting condition that occurs away from work, which may prohibit one from performing essential job functions. This includes, but is not limited to, being under physician’s care for a condition that affects an employee’s back, shoulders, or knees.
Take Care will require a physician’s release and clarification of restrictions prior to returning to work. These situations will be evaluated to ensure an employee’s safety and the safety of Take Care clients. All information will be confidential. This policy is not intended to conflict with an employee’s rights under the Americans with Disabilities Act (ADA).
Take Care has a Hazardous Communications Program, as required by the Occupational Safety and Health Administration. If an employee has questions or needs additional information about this program, contact Take Care Nursing.
Employees are required to use the Personal Protective Equipment (PPE) found in each client’s home when needed. Specific use of personal protective equipment is explained to employees in detail during their initial orientation and upon request.
Workplace Violence Policy
Take Care has a Zero Tolerance Policy on workplace violence. All employees must behave professionally and treat others with courtesy and respect at all times. Any inappropriate or threatening conduct will not be tolerated.
Firearms or other weapons are not permitted on Take Care’s premises. If firearms or other weapons are in a client’s residence or a facility where a Take Care client is residing, they are safely locked and stored. Possession of firearms or other weapons on Take Care’s premises or on any client’s premises will result in immediate suspension, and may result in termination of employment.
Employees should promptly inform Human Resources of any protective or restraining order that the employee has obtained that lists the workplace as a protected area.
Any employee who witnesses behavior that is erratic, abusive, threatening, or otherwise troublesome by anyone on Take Care’s premises or on a client’s premises is required to report it immediately to their supervisor. Take Care will not retaliate against an employee who makes a good faith report.
A more detailed copy of Take Care’s Workplace Violence Policy can be found in the Safety Manual, and has been explained to employees during their orientation. Employees are expected to follow the policies and procedures contained in the Safety Manual. A copy has been given to each employee during that orientation.
Grievance Policy And Procedure
Employees may sometimes have problems and questions related to their work. It is important that each employee discuss and resolve these problems quickly, before serious conflict and misunderstanding develop.
A grievance shall be considered to be any problem that may result from an action in any level of the organization that is construed by an employee as not reasonable. It is strongly encouraged that all grievances be resolved through informal discussion. Good communication is encouraged and important to Take Care.
When resolution cannot be achieved through informal discussion, the following steps will be taken:
- The employee will submit a written grievance of the incident. The grievance shall identify pertinent information (date, time, place, parties involved, etc.) about the occurrence. The grievance shall be submitted to the immediate supervisor (or the supervisors superior if the complaint is regarding the supervisor) for resolution.
- The immediate supervisor shall review available information and talk with parties involved. The immediate supervisor shall consider all available information and arrive at a determination within 30 days after receiving the grievance.
- If the employee disagrees with the decision of the immediate supervisor, the employee shall have five working days to submit the grievance to Human Resources. Human Resources shall consider all information available, may interview all relevant parties and arrive at a determination within 30 days after receiving the grievance.
- If the employee feels there still has been no resolution, the employee shall submit the grievance in writing to the President and/or the CEO and Owner for final resolution. The President and/or CEO and Owner shall render a decision in writing within 10 business days. This decision will be binding.
Anti-harassment Policy And Harassment Complaint Procedure
Take Care has a Zero Tolerance Policy on any form of harassment. Take Care is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, Take Care expects that all relationships among persons in the office will be business-like and free of bias, prejudice, and harassment.
It is the policy of Take Care to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran. Take Care prohibits any such discrimination or harassment.
Take Care encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Take Care to promptly and thoroughly investigate such reports. Take Care prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports.
Definitions of Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess, or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal, or visual conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, citizenship, genetic information or any other characteristic protected by law or that of his or her relatives, friends or associates, and that a) has the purpose or effect of creating an intimidating, hostile or offensive work environment; b) has the purpose or effect of unreasonably interfering with an individual’s work performance; or c) otherwise adversely affects an individual’s employment opportunities.
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment via e-mail, phone (including voice messages), text messages, tweets, blogs, social networking sites or other means.
Individuals and Conduct Covered
These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to Take Care (e.g., an outside vendor, consultant, or customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.
Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, Human Resources, or any member of management.
When possible, Take Care encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. Take Care recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.
Take Care encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, although no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.
Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately.
If a party to a complaint does not agree with its resolution, that party may appeal to Take Care’s President and/or CEO and Owner.
False and malicious complaints of harassment, discrimination or retaliation may be the subject of appropriate disciplinary action.
Electronic Communication, Non-Privacy, And Search Policy
All computer, electronic and telephonic documents and communications transmitted by, received from, or stored in Take Care’s equipment are the property of Take Care. Computers, software, and other equipment, including facsimiles, copy machines, scanners, telephones, and other electronic equipment are not to be used by any employee for personal needs, correspondence, or messages, or for personal business. E-mail communications and Internet use are only to be used as they relate to Take Care’s business. Any electronic communications that are the property of Take Care may not be used for solicitation or to harass another employee, client, or otherwise.
Computer files and electronic and telephonic communications, including e-mail and fax communication are not private. All employees have no expectation of privacy in e-mail, which is the property of Take Care.
Because of the risk of importing viruses into Take Care’s computer equipment, employees are not to import or download on to Take Care’s computer equipment hard drives files or documents that are created outside Take Care’s office premises until the document or file is first scanned for viruses by the computer’s anti-virus program and approved by the Director of Business Operations.
Employees are strictly prohibited from viewing, downloading, copying, sending, posting, accessing information that is illegal, offensive, derogatory, threatening, obscene, and/or pornographic, or anything that may be construed as harassing. Employees are obligated to follow all applicable federal and state laws, regulations, policies (ex: copyright, defamation, privacy, publicity, etc.)
Take Care may inspect or monitor computer files and electronic communications, including e-mail, text messages, instant messages and fax communications at any time, at Take Care’s discretion.
Employees should have no expectation of privacy while engaging in work for Take Care or on the premises of any Take Care workplace. Employees should understand that any packages or personal belonging brought into any of Take Care’s workplaces are subject to search at the discretion of Take Care.
Consent to Take Care inspecting or monitoring any packages or personal possessions brought in to Take Care workplace, computer files and electronic and telephonic communications, including e-mail and fax communications at any time, is a condition of employment.
Social Media Policy: Acceptable Use
At Take Care, we understand that social media can be a fun and rewarding way to share one’s life and opinions with family, friends, and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist employees in making responsible decisions about their use of social media, we have established these guidelines for appropriate use of social media.
In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to the employee’s own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, instant messaging, whether or not associated or affiliated with Take Care, as well as any other form of electronic communication. The same principles and guidelines found in Take Care’s policies and values apply to employee activities online.
Ultimately, each employee is solely responsible for what he or she posts online. Before creating online content, consider some of the risks and rewards that are involved. Employees should keep in mind that any conduct that adversely affects his or her job performance, the performance of fellow employees or otherwise adversely affects customers, suppliers, people who work on behalf of Take Care or Take Care’s legitimate business interests may result in disciplinary action up to and including termination.
Know and Follow the Rules
Carefully read these guidelines, the Take Care Statement of Ethics Policy, and the Take Care Anti-Harassment Policy, and ensure postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct will not be tolerated and may subject employees to disciplinary action up to and including termination.
Always be fair and courteous to fellow employees, customers, suppliers, or people who work on behalf of Take Care. Also, keep in mind that work related complaints are more likely to be resolved by speaking directly with co-workers or by utilizing our Open-Door Policy than by posting complaints to a social media outlet.
Nevertheless, if employees decide to post complaints or criticism, they avoid using statements, photographs, video, or audio that reasonably could be viewed as malicious, obscene, and threatening or intimidating, that disparage employees, customers, or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion, or any other status protected by law or company policy.
Be Honest and Accurate
Employees should make sure they are always honest and accurate when posting information or news, and if they make a mistake, correct it quickly. Be open about any previous posts that have been altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that are personally known or suspected to be false about Take Care, fellow employees, customers, suppliers, and people working on behalf of Take Care or competitors.
Post Only Appropriate and Respectful Content
- Maintain the confidentiality of Take Care trade secrets and private and confidential information. Trade secrets may include information regarding the development of systems, processes, products, know-how and technology.
- Do not post internal reports, policies, procedures, or other internal business-related confidential communications.
- Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside information to others so that they may buy or sell stocks or securities. Such online conduct may also violate the Insider Trading Policy.
- Do not create a link from a personal blog, website, or other social networking site to a Take Care website without self-identifying as a Take Care employee.
- Express only personal opinions. Employees should never represent themselves as a spokesperson for Take Care. If Take Care is a subject of the content employees are creating, they should be clear and open about the fact that he or she is an employee and make it clear that his or her views do not represent those of Take Care, fellow employees, customers, suppliers, or people working on behalf of Take Care.
- If an employee does publish a blog or post online related to the work he or she does or subjects associated with Take Care, make it clear that the employee is not speaking on behalf of Take Care. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of Take Care.”
Using Social Media at Work
Employees are prohibited from using social media while on work time or on Take Care equipment including, but not limited to computers and cell phones. Do not use Take Care email addresses to register on social networks, blogs or other online tools utilized for personal use.
Retaliation is Prohibited
Take Care prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation. Any employee who retaliates against another associate for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.
Employees should not speak to the media on Take Care’s behalf. All media inquiries are to be directed to the Director of Business Development, the President, or the CEO and Owner.
For More Information
For any questions or further guidance, please contact Human Resources.
Introduction To Benefits
Take Care has established a variety of benefits for eligible employees. Benefit eligibility is dependent upon a variety of factors, including employee classification.
A number of programs (such as Social Security, worker’s compensation, FMLA and unemployment insurance) cover all employees in the manner described by law.
Others, such as paid time off and 401K participation, only apply to regular full-time office staff and part time office staff that qualifies.
Details of these programs and eligibility factors are found on the following pages that describe Take Care’s benefit programs and other entitlements that employees may have.
Some benefits programs require contributions from the employee and some are fully paid by Take Care.
Take Care reserves the right to amend or terminate any of these benefits, or to require employee contributions toward any benefits, at Take Care’s discretion. In addition, all policy statements in this Employee Handbook that describe various insurance benefits are merely brief summaries of the plans.
Details of each plan and what employee opportunities are in the plan are contained in individual plan summary booklets or documents. These are provided to employees who participate in the plans.
If any statement in this Handbook or plan summary booklet or document is in conflict with an official plan document from the provider, the official plan document will control.
Paid Time Off – Office Employees
PTO is a benefit provided to full time office employees. Please refer to the Human Resources Department for the most recently published PTO Policy for reference. Any deviation is with the approval of the CEO and Owner.
Public And Religious Holidays
Human Resources will publish a list of holidays every December for the upcoming year. This includes holidays when Take Care offices will be closed, paid holidays for eligible employees, and holiday pay for eligible employees. Please refer to that document for this information.
Please see Human Resources with additional questions.
Field and Office Employees eligibility for healthcare benefits is determined per adherence to the Patient Protection and Affordable Care Act of 2010 and any subsequent additions/changes to that legislation.
Supplemental health insurance products are offered to both full time and part time employees as a supplemental insurance benefit. All interested employees may sign up the first of the month after their first 60 days of employment or during the open enrollment period as long as they have completed 60 days of employment. Pre-tax IRS Section 125 coverages can only be canceled at renewal. After tax coverages can be cancelled at the 1st 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.
Please note that this is not basic medical coverage.
For up to one year after a child’s birth, any office employee who is breastfeeding her child will be provided reasonable break times as needed to express breast milk for her baby. 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. Nursing mothers wishing to use this room must request/reserve the room by contacting Human Resources. 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. The employee’s responsibilities and duties on the job determine educational assistance benefits.
All educational assistance must be approved before attending the course. Utilize Form P314 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.
Employees may qualify for reimbursement of half the tuition fee, up to but not exceeding $500.00 per 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 P314 and meet the following conditions:
- Employee must have been employed by Take Care for one consecutive year (12 months).
- Employee must have worked at least 1560 hours during that qualifying year.
- Must be an employee in “good standing.”
- No disciplinary action has been initiated for employee within the last 12 months.
- All employee file paperwork must be up to date.
- The education program must be completed with a passing grade.
- Employee must maintain an average of 30 hours per week of work while attending classes.
- Approval of reimbursed funds is null and void if reimbursement is received elsewhere.
- Uniforms and books are not reimbursable.
Upon completion of the pre-approved coursework with a passing grade, complete the form for “Tuition Reimbursement” with proof of completion and passing grade and submit it to Human Resources for approval by the President and/or CEO and Owner.
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.
A member of immediate family is defined as a spouse, parent, grandparent, child, or sibling; or a spouse’s parent, grandparent, child, or sibling.
Witness and jury duty leave is granted to any employee summoned for service as a juror or as a court witness.
Office employees called for witness and/or jury duty, should show the summons to Human Resources and his or her supervisor. If the critical nature of the employee’s work calls for an employer requested postponement of or a release from the duty, Human Resources will provide the employee with a letter for this request. 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.
Take Care handles all matters associated with Military leave and reinstatement according to the Federal Uniformed Services Employment and Reemployment Rights Act (USERRA). For more information on employee rights under USERRA, see the posted notice on the employee bulletin board, located in each office.
Take Care may grant unpaid personal leave at the Employer’s discretion, once an employee has used all accrued paid time off. 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 12-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. During an unpaid leave of absence longer than two consecutive weeks, an employee will be considered to be inactive and will not be eligible for any benefits during the period of absence (except as provided by law, such as FMLA, COBRA and workers’ compensation).
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.
Take Care provides a comprehensive workers’ compensation insurance program at no cost to employees. 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.
Workers’ compensation is administrated in accordance with state law. State laws and guidelines determine whether employees qualify for workers’ compensation benefits and the amount of benefits if they qualify.
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. Failure to promptly report employee injury or illness may jeopardize the employee’s right to workers’ compensation benefits.
Neither Take Care nor the insurance carrier shall be liable for the payment of workers’ compensation benefits for injuries that occur during an employee’s voluntary participation in any off-duty recreational, social, or athletic activity sponsored by Take Care.
Take Care complies fully with the Family and Medical Leave Act of 1993 (“FMLA”) and recognizes certain conditions under which an employee may request time off without pay for a limited period with job protection provided the employee returns to work.
If an employee has worked for Take Care a minimum of twelve (12) months, and has provided Take Care with at least 1,250 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 twelve (12) month period within which twelve (12) weeks of unpaid leave may be taken is a “rolling” twelve (12) month period, which is measured backwards from the date an employee’s FMLA leave would begin. 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.
Eligible employees may take FMLA leave for the following reasons:
- The birth or adoption of a child;
- The placement of a child with the employee of foster care;
- To provide either physical or psychological care for a child, spouse, or parent who has a “serious health condition;” or
- To care for the employee’s own “serious health condition.”
A “serious health condition” is an illness, injury, impairment, or physical or mental condition which:
(1) demands inpatient care at a health care facility; (2) involves a period of incapacity of more than three (3) consecutive calendar days and includes the need for continuous treatment by a health care provider; (3) involves incapacity due to pregnancy; (4) involves a chronic condition requiring treatment; (5) involves a permanent / long-term condition requiring supervision of a health care provider; or, (6) involves a non-chronic condition requiring multiple treatments by a health care provider.
Spouses who are both employed by Take Care are entitled to a combined total of twelve (12) weeks of leave rather than (12) weeks each for the birth of a child, the placement of a child with the employees for adoption or foster care, or the care of a parent with a “serious health condition.” This duplicate exception does not apply to leave for the employee’s own “serious health condition” or the “serious health condition” of a spouse or child. 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.
If medically necessary in the case of the employee’s own “serious health condition” or that of the employee’s spouse, child, or parent, he or she may take FMLA leave intermittently (e.g., one (1) week per month) or on a reduced hour schedule (e.g., three (3) or four (4) hours a day).
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 FMLA leave is unpaid, Take Care will adjust the employee’s compensation based on the hours taken as intermittent or reduced hours leave within a workweek.
If an employee requests intermittent leave or reduced hours’ status, Take Care may temporarily transfer the employee to another position of equivalent pay and benefits in order to better accommodate recurring periods of absence.
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. Take Care may designate the paid leave as FMLA leave and count the paid leave days against the employee’s (12) week FMLA entitlement. Upon exhausting all available and applicable paid leave days, the remainder of any employee’s FMLA leave time will be unpaid.
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.
If the employee is a salaried employee among the highest paid ten percent (10%) of employees within seventy-five (75) miles and keeping his or her job open would result in substantial economic injury to Take Care, then the employee is not guaranteed restoration to his or her position if the employee chooses to take FMLA leave. If the employee is such a “key employee,” Take Care will notify said employee of this status as such in response to notice of intent to take FMLA 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 PTO days are substituted for unpaid leave, Take Care will deduct the employee’s portion of the premiums as a regular payroll deduction. 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 Take Care decides to pay an employee’s portion of the insurance premium for the duration of FMLA leave, such payments may be recovered by Take Care from the employee through payroll deductions upon return to work. In the event the employee elects not to return to work upon completion of approved FMLA leave, under most circumstances, Take Care may recover from the employee the cost of any payments made to maintain his or her benefit coverage, unless employee failure to return to work is due to the continuation of a “serious health condition” which would otherwise entitle him or her to FMLA leave or is for reasons beyond the employee’s control. 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. If Take Care does not receive payment within fifteen (15) days thereafter, the employee’s coverage may cease.
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.e., within one (1) or two (2) business days of learning of need for leave, if feasible). 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.
Notification of the need for leave should be made to Take Care through FMLA forms which are available from Human Resources. 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. If the employee takes leave because of his or her own “serious health condition” or to care for a covered family member with a “serious health condition,” contact Human Resources on a prescheduled basis regarding the status of the medical condition and intention to return to work. 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.
If an employee takes leave because of his or her own “serious health condition” (except if the employee is taking intermittent leave), the employee must provide medical certification that he or she is able to resume work before the employee returns. 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.
EMPLOYEE’S ACKNOWLEDGEMENT OF ORIENTATION AND RECEIPT OF EMPLOYEE HANDBOOK
1. 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 understand that the selection of personnel to staff any individual case is at the discretion of the President and/or CEO/Owner. I have received, read, and understand Take Care’s Employee Handbook during my orientation and have had the opportunity to ask questions about and discuss the policies and procedures with a representative 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.
2. 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. Thus, Take Care cannot assure field staff of any employment beyond the individual work situations offered by Take Care’s work scheduler.
3. 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. Further, no representative of Take Care, other than the President and/or CEO/Owner, has the authority to enter into an agreement of employment for any specified period of time or to make any agreement contrary to the foregoing.
4. 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.
5. I understand that I have expectation of privacy while engaging in work for Take Care or while on the premises of Take Care. I have read and consent to Take Care’s Non-Privacy and Search Policy.
6. I understand that the selection of personnel to staff any individual case is at the discretion of the Administrator or Director of Nursing. Said selection is made with the health/welfare of the client as the primary consideration.
7. I understand Take Care does not charge advance job placement fees. In consideration, I agree that in the event that I become employed by the client within one hundred and eighty (180) days from the last date worked with the that client, I agree to pay Take Care the sum of eight thousand dollars ($8,000.00).
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.