Hours of Operation 8am-6pm

Hours of Operation 8am-6pm
10176 Corporate Square Dr. Suite 220 Creve Coeur, MO 63132 (p) (f) Hours of Operation 8am-6pm New Hire Onboarding Joe Douglas – Hand out all paperwork Availability sheets handed out Welcome to BIS!

Agenda for the day! HERE WE GO! JOE DOUGLAS 9:00-9:10am
-Collect the rest of paperwork & introductions LYNN BROOK 9:10-10:30am -First section of Orientation packet BERLY FORSYTHE 10:30-12:30pm -Policy & Procedure LUNCH 12:30-1:30pm -Food LYNN BROOK 1:30-2:00pm -Double check all paperwork & collect JAMIE KLAMERT 2:00-5:00pm -ISL Orientation -Therap Training -WhenToWork Training HERE WE GO!

Defy Limits, Exceed Expectations…
Intro The Mission Our mission is to help each individual we serve reach their highest potential in life by overcoming barriers and promoting independence, achievement, and inclusion. We utilize proven and positive behavior change strategies to reach this goal, while including all team members, friends, and family in the process. Defy Limits, Exceed Expectations… Joe Douglas

What are the three most popular services at BIS?
Individualized Supported Living (ISL) Natural Home Personal Care Assistance Behavior Therapy via our BCBA, BCaBA Other Services - Health and Wellness Classes – For Clients and Staff Yoga, Cooking, Fun with Fitness Social Skills Opportunities Person Centered Strategies Consultant (PCSC) Counseling and Support Groups Applied Behavior Analysis (ABA) Lynn takes over

2004 NOW BIS was founded in 2004 We have experienced substantial growth since its beginning and have changed locations three times We currently hover around 130 Direct Support Professionals (DSPs) and 190 total employees We are one of the largest providers of Behavior Therapy in the state of Missouri! Started by Director Kim Salls who is a Board Certified Behavior Analyst that saw a need for services outside of the classroom. We support clients in St. Louis City, Jefferson, St. Charles, St. Louis and Franklin Counties and also in Southern Illinois and Scott Air force Base.

BIS Directors Coming soon! Dawn Schmitt Executive Director
Kim Salls, BCBA Chief Financial Officer Bachelors in Psychology and Sociology from Maryville University Over 20 years of experience in the field of developmental disabilities Associate Executive Director for 18 years at Creative Concepts for Living Oversees the day-to-day operations at BIS Bachelor in Psychology from St. Louis University Masters in Applied Behavior Analysis from University of Nevada, Reno Received her BCBA in 2004 Started Behavior Intervention Services Coming soon! Lynn Brook Director of Administration Jessica Harrison, BCBA Asst. Agency Director Started in ABA in 2004 Came to Behavior Intervention Services in 2006 as an ABA Implementer Promoted to Public Relations and Human Resources in 2008 Promoted to Director of Administration in 2011 Overseas office business, plans functions, & manages recruitment Bachelor in Psychology & in Political Science from Johnson State College in Vermont Masters in Behavior Analysis from Southern Illinois University Received her BCBA in 2004 Specifically focused in Discrete Trial Training and severe challenging behavior Kimberly Forsythe HR Director Brittany Thorn Director of Natural Home Services Started as a full time PCA in 2006 Promoted to Staffing Coordinator and Human Resources in 2008 Been in the field of developmental disabilities since1993 & HR since 1996 Promoted to Human Resource Director in 2011 Supervises FCAs Assigns FCAs to client caseloads Performs phone screenings and forwards Applicants to FCAs

Board Certified behavior analysts
Sherrie Shannon BCBA, LBA Shannon Riemersma BCBA Kyler Hasl-Wright BCaBA Lindsay Brefeld BCBA Beth Munkwitz BCBA, LBA Melissa Atis BCBA, LBA Maija Graudins BCBA, LBA

Board Certified Behavior Analyst
Requires a minimum of a Bachelor’s degree in a human services field and a Master in Applied Behavioral Analysis as well as Board Certification Makes initial contact with all potential clients Completes interviews with client and family and completes assessments to determine the needs of the client Develops a behavior plan to address all applicable behavioral needs Provides initial and ongoing training of all staff on client specific behavior plan After completing their Masters in ABA an individual must have at least 2000 hours of oversight by a BCBA in order to be eligible to sit for their boards. A BCaBA does not need a Masters but must complete an ABA Program and sit for a separate test.

Therapy Support Staff BCBA – BCaBA – PCSC – DSP Trainer –
Board Certified Behavior Analyst BCaBA – Board Certified Assoc. Behavior Analyst PCSC – Person Centered Strategies Consultant DSP Trainer – Direct Support Professional Trainer . Lindsay Brefeld BCBA Andrea Mazo BCaBA Gina Noble PCSC, DSP Trainer Shannon Riemersma BCBA, DSP Trainer

ISL Leads Crystal Frost QDDP Jamie Klamert Acting ISL Director
*St. Charles ISL *Hazelwood Amy Gaultney QDDP *Hedge ISL *Rock Hill ISL *Turf ISL Kyle Swendig ISL Support Specialist Dana Allen QDDP *Fenton ISL *Wise ISL *King ISL Beth Pinkley QDDP Karen Beck ISL Financials Coming soon! Take out this page, print and laminate to turn into a minute to win it game. *Crestwood ISL *Mehlville ISL *Redbird ISL Jessica Barfield QDDP *O’Fallon ISL *Ridge ISL

FCA Team Brittany Thorn Director of Natural Home Services Theresa
Reedy Family Care Advocate Supervises FCAs Assigns FCAs to client caseloads Performs phone screenings and forwards Applicants to FCAs South County, West County Kristin Robinson Family Care Advocate Jesse Bray Family Care Advocate North County, Illinois, West County St. Charles County, North County, Central, South County Brittany Zahn Family Care Advocate Central, South County, West County, Jefferson County Lindy Kline Family Care Advocate Central and West County Jessica Bartram Family Care Advocate Jefferson County, St. Charles County, Central Lindsey Moore Family Care Advocate Central Miranda Pitonak Family Care Advocate St. Charles County, South County, Central

Family Care Advocates Meet with all Natural Home Families on their caseload to discuss services and to create a schedule within allotted funding Meet will all Natural Home DSPs to discuss client specific training and schedules Ensure all allotted funding is used appropriately Work 20 hours per week of direct care or supervision shifts within their caseload Available for emergency coverage when necessary Collect Daily Progress Notes from each household within their caseload and compile these notes into summaries for DMH Create time sheets for DSPs based on time in/time out on Daily Progress Notes Provide positive and constructive feedback to DSPs working within their caseload Work with DSPs and Families ongoing to ensure proper services are being rendered Help families receive additional resources for services when necessary

Office Support Team Lynn Brook Director of Administration
Kim”Berly” Forsythe Human Resources Director Joe Douglas Human Resources Assistant Matt Thielemier Coordinator of Client Services Debby Schaefer Payroll Lisa Arnett Receptionist

Natural Home DSPs …will be contacted by the FCA to discuss scheduling, initial training dates, and shadowing of current DSP staff …are responsible for carrying out activities or programs set forth by the client-specific behavior plan, treatment plan, or individual support plan. Programs and activities differ depending on your clients ability level and living situation but may include living skills, personal hygiene, socialization etc.. …attend scheduled team meetings and required trainings to maintain current agency and state certifications …are responsible for taking data per BIS and state guidelines, communicating with the family and team in a communication log, and reporting any incidents to supervisory staff (FCA or behavior support professional) …will report directly to their client’s BT and FCA …will be scheduled for hours based on the availability provided upon hire and client needs, and must provide two weeks’ notice for change in availability …will keep all clients within line of sight unless otherwise dictated in the client’s BSP

ISL DSPs …will be contacted by the ISL Staffing Coordinator to discuss training shift. …will be contacted by their supervising QDDP or BCBA for BSP and ISP training before initial worked shift. …are responsible for carrying out activities or programs set forth by the client-specific Behavior Support Plan (BSP). …will attend monthly team meetings as planned by the QDDP. …will keep all clients within line of sight unless otherwise dictated in the client’s BSP. …will maintain required trainings to satisfy current agency and state certifications. …are responsible for taking data per BIS and state guidelines, communicating with team in the house communication log, and reporting any incidents to the QDDP. …will be scheduled within the availability they provided upon hire and must provide two weeks notice to change that availability …will report directly to Lead Staff and QDDP. …will treat their clients with respect. …will nominate their coworkers for Employee of the Week to recognize a job well done!

First Steps, ABA Implementer, or Tier 2 DSP - Natural Home
NH Tier 2 First Steps, ABA Implementer, or Tier 2 DSP - Natural Home …must have a Bachelor's degree or 60 credit hours in a Human Services Field …must attend Discreet Trial Training (DTT) …will be responsible for working under the assigned ABA consultant to implement discreet trial programs as well as any other programming set forth by the consultant …must pass an FBI fingerprint background check Please speak with Family Care Advocates about possible openings Lynn- After this slide and before break, lead a group tour throughout the building, pointing out locations of departments and prominent people who work there (Kyle, Brittany, Berly, you, etc.). Make sure all relevant questions are answered before break.

Kim “Berly” Forsythe From the Desk of Human Resources…
Policy and Procedures overview Kim “Berly” Forsythe

Direct Support Professionals
Where do I fit in? Direct Support Professionals Residential Office Team Natural Homes Supervisory staff The DCS/PCA positions are vital to the organization as the central core of the organization. Your position ties all other services that we provide together to form a large, cohesive unit. Goals and skills that are worked on specifically with the client will affect the families. Changes in behaviors will affect the supervisory staff as they work to set new goals, advocate for continued or additional services and train new or current staff. More services or a change in behaviors (both positive and negative) could lead to growth of the agency as clients transition to an ISL living environment. All documentation including timesheets, daily progress notes (DPNS), CERFs, mileage logs, etc. are in turn processed by the office staff to ensure payment, ongoing services, proper documentation of services, etc.

Funding Sources How they effect YOU Berly -
Each of our Client’s services are funding by someone. Here we will discuss the different funding sources and how they affect our Direct Support Staff. It is the funding source that must ensure that each individual is receiving the services for which the Agency is being reimbursed. It is important to remember that all client specific data that is taken is a legal document. This will be covered more thoroughly in Behavior Managements 1-4. Mo First Steps – First Steps is Missouri's Early Intervention system that provides services to families with children, birth to three years of age, with disabilities or developmental delays. The program is designed to meet the needs of families related to enhancing their child's development, learning, and participation in family and community life. Private Insurance – Can fund BIS Services for individuals with an Autism Diagnosis under the age of 19. All carriers and plans differ. Department of Mental Health – DMH (the State or Regional Center) can fund services for individuals who’s disability originated before their 23rd birthday. All of our ISL consumers are recipients of services from DMH. Private Pay – Funding is not always readily available for those that needs it and it is not always at the level that a family might desire. We always offer the option of paying privately for services.

New Hire Probationary Period
Every employee’s first 90 days is considered a probationary period during which at any time BIS can retract it’s original offer of employment. Part-time employees will be scheduled between hours per week on average. Full-time employees must meet comply with all requirements to set a full time start date. Employees may at times be asked to work over the 29 hour per week part time maximum but that does not make them full-time staff. You must submit your intent to move to a full-time position in order to start the process of moving to a full-time position if you were not hired in at full time. It is important for us as an agency and you as a new PCA to make the decision as to whether or not this position is a good fit for you. This is a challenging position that is not right for everyone! Therefore, it is important that you keep a few things in mind as you begin your new position: Am I capable of meeting and exceeding the job responsibilities and requirements? Do I have the necessary equipment (working car, cell phone, access) required for the position? Is this something that I want to do long term (full time) or for experience (part time)? Am I able to separate my personal life from my work life and do I have a good support system in place to help me keep my stress levels from everything (work, school, personal, etc) manageable? If you are having trouble with anything during your employment with the agency, please talk to your supervisor or HR. The minimum work responsibilities for part time staff are 10 hours per week. The Staffing Coordinators and FCA’s will work with you as best they can to offer shifts, clients and hours that work with your schedule, personality and locations of interest, however, we might not be able to find that “perfect” client for you. It is also important to recognize that you must allow yourself to be “uncomfortable” in a new situation and to give yourself time to acclimate to this position. Over 80% of the individuals that have worked for our agency said that the best advice they could give to a new employee would be to patient, stick with it and give the job/client/position a chance. Don’t throw in the towel when it gets too tough. You could miss out on a great experience!

Certification Payment Policy
Trainings Pre-Hire Requirements – Congratulations! - Unpaid Prerequisites CPR/First Aid – Two year certification if taken at BIS Mandt – Annual certification Annual training forms: A & N, BBP, Confidentiality, HIPAA, ORR, Seizure training Orientation – Day 1 typically 9a-5p -Paid on first paycheck, min. wage Agency Policy and Procedure ISL Policy and Procedure training Orientation – Day 2 typically 9a-5p- Paid on first paycheck at min. wage Behavior Management #1 & #2 Orientation Wrap-Up Must complete within 30 days of hire date Medication Administration Level day course, 9a-5p each day, paid at minimum wage Not required for all employees Please make sure to turn in a timesheet for this class in order to be compensated! Must complete within 60 days of hire date Behavior Management #3 & #4 - typically 9a-4:30p, paid at minimum wage Mandatory For Tier 2 DSPs Only, But Open To All Discreet Trial Training (DTT) – typically 9a-5p, unpaid training Trainings/ Certification Payment Policy CPR and First Aid State and agency policy dictates that all employees must maintain a current CPR and First Aid certification This class is offered through BIS bi-monthly at the agency, free of cost to our employees and certification is good for 2 years from the date of your class Certification may be obtained outside of the agency but cost is incurred by the employee MANDT One day, two part crisis prevention and positive relationship building course Training is held at the office Agency policy dictates that all employee’s must maintain current Mandt certification Certification must be completed annually with quarterly reviews as a part of team meetings Behavior Management Four part general study course covering topics including but not limited to Applied Behavior Analysis, reinforcement procedures, person centered planning and facilitated learning Curriculum approved by the state to take the place of Positive Behavior Support All employees must complete all four classes within 60 days of their hire date All four parts of this training are held here at the office Med Admin This course complies with state and agency requirements to instruct PCA’s on the legal protocol for administering medications to clients This course is mandatory for any PCA who will be working in an ISL or who will be administering meds to clients in their parents natural home This is a two day course, 9am-5pm both days and is held at Bridges training center in Overland, MO Bloodborne Pathogens *There are a number of other trainings that may be required of a PCA but these will be evaluated on a case by case basis and you will be requested to attend if the situation arises.

Blood Borne pathogens (BBP)
If your last name begins with A-M, these items are Abuse & Neglect (A & N) Blood Borne pathogens (BBP) Confidentiality agreement HIPAA test Observe, Record and Report test (ORR) Seizure training acknowledgement If your last name begins with N-Z, these items are Required each January of employment Required every June of employment Abuse & Neglect (A & N) Blood Borne pathogens (BBP) Confidentiality agreement HIPAA test Be sure to point out these trainings in packet OR if required to do them at home, give details on when they will get their BIS webpage log ins. Steps covered on next slide. Observe, Record and Report test (ORR) Seizure training acknowledgement

All BIS Employees are Mandated Reporters This will be covered more thoroughly in Abuse and Neglect
Anyone holding any of these positions is considered by the state of Missouri to be a Mandated Reporter. As a Mandated Reporter it is your responsibility, in good faith, to report any allegation of abuse or neglect of a client to an immediate supervisor who will in turn report this allegation to the Department of Mental Health. As a Mandated Reporter, if you negligently or intentionally fail to report you could be found guilty of a misdemeanor and be liable for damages caused by your failure to report. As a Mandated Reporter, if you intentionally file a false report you could be liable in a civil suit for any damages suffered by the accused or the report facility No BIS employee will be retaliated against for submitting a good faith report. Everyone is responsible for maintaining the following trainings during the entirety of their employment: Abuse and Neglect (Mandated reporting will be discussed in this training) Blood Borne Pathogens Confidentiality agreement HIPAA acknowledgement and training Observe, Record and Report training Seizure training acknowledgement

Full-Time Employee Benefits
Must work at least hours per week Accrued paid vacation accrued after one year of full-time employment After one year of full-time employment, 5 days of vacation are available After two years of full-time employment, 10 days of vacation are available Retirement Plan (available to all employees) which matches up to 3% of employee contribution after 90 days from full time start date Vision and dental insurance 30 days after full time start date at a premium of $4.00 per pay period or $8 per month. Healthcare benefits 90 days after full time start date at a premium of $60 per pay period or $120 per month Individuals interested in full time must submit a letter of intent to HR, speak with their Staffing Coordinator (SC) or FCA to discuss the ability to receive 37 or more hours per week ongoing and have a supervisor recommend you for full time employment. Employees interested in moving to a full time cannot have recent disciplinary action in their file and must be an employee in good standing. If the above stipulations are met, that employee must meet with the HR Director to review full time paperwork, vacation accrual forms and will need to see Debby Schaefer if they are interested in any health benefits. Employees moving to a full time position will again enter a 90-day probationary period. FT employees have 30 days to decide on any benefits but if they decline insurance coverage upon promotion, they must wait until the open enrollment dates for insurance (typically June each calendar year) Full time hourly employees do not receive paid holidays as a benefit but may receive holiday pay for the following holidays.

Steps to move to a full-time position:
Full-time positions are offered based on merit, performance and agency need. If there is a need for additional full-time staff, employees may apply for a position by following these steps (in the order listed): Submit a letter of intent to move to full time stating why you would be a good candidate for full time. Have a current BIS supervisor write a letter of recommendation for you, supporting your request for full time Secure a work schedule that is conducive to maintaining a minimum work week of 37 hours. Schedule a meeting time with HR to set a full time start date, discuss and sign up for any full-time benefits, sign a change in status form and discuss any additional questions at that time. (This will be scheduled after the first 3 items have been completed).

Failure to maintain a minimum of 37 hours for each ongoing work week will result in the following:
Immediate demotion to a part-time status Decrease in pay rate Limitation on hours to no more than 29 per week Loss of all accrued PTO time Loss of all benefits (if applicable) after last paid through date Inability to seek a full-time position for a minimum of six months

Professionalism Sexual Harassment Relationship with Families
Liability Agreement for Personally Owned Vehicles Sexual Harassment Rate of pay Med Administration Client’s Siblings / own children Name Badge Client Transportation Seatbelt Class E Insurance Agitated State NO TEXTING/TALKING on phone WHILE DRIVING Relationship with Families Smoking Cell phone use Dress code Drug and alcohol use Confidentiality/HIPAA Respect Line of Sight Arms length Supporting a client vs. the appearance of Sleep Non-Transport Release Form 1:1 Staffing Agreement and Responsibilities as a PCA Relationship with Families – PCAs are in a families home for extended periods of time and often build a rapport. It is not appropriate to discuss personal matters such as finances, family problems, difficult personal relationships or agency grievances, etc.. Leave your personal issues at the door and remember the reason you are there, betterment of the client. Please also refrain from making inappropriate or derogatory comments about the client even following rough sessions. Try to focus on the positive points. Its acceptable to say that a session was challenging but not acceptable to blame that on a client or attach labels to them. Smoking –employees are required to stop one hour prior to working with a client and may not smoke at any time while billing time with a client Dress Code – is casual but no cropped shirts, ripped jeans, profanity, alcohol or tobacco advertisements. Refrain from open toed shoes. In the event that you are in violation of the dress code policy, the staff may be asked to leave their shift without pay and may only return when in proper attire. Remember that you are representing BIS. Cell Phone Use – is prohibited while working with a client. This includes all phone function (texting, internet, ect.) especially if you are driving. Please place supervisor, team members and family contact information in your phone in case of emergencies. Drug and Alcohol Use – is prohibited during work hours, if you are suspected of this you must submit to testing before returning to work and may be subject to immediate termination Confidentiality – Reiterate what HIPAA is and that all client information is to be held in strict confidence only being discussed with the BT and applicable team members (I give an example of a rough “day at the office” and how they can share their frustrations with a loved one without violating confidentiality! Any issues concerning the client and their family needs to be kept to themselves unless there are concerns in regard to the client or a family members welfare. Respect – all clients, their family members and other employees will be treated with respect and professionalism at all times but cannot expect that our clients will repay the favor! When you are with a client, be the person that you wish you could be all the time. You are a role model for behavior, manners, language and demeanor at all times. Line of Sight/Arms Length – there are a number of clients who have written in their Behavior Plan the fact that they must remain within Line of Sight or Arms Reach of their staff. Please make sure that you are aware which level your particular client must have maintained. Ensure that you are following this guideline whenever you are with your client. Sexual Harassment- we support a zero tolerance sexual harassment policy. Complaints should be filed with your immediate supervisor or Human Resources Rate of Pay – is to be held in strict confidence at all times and may not be discussed with any employee outside of the Human Resources office Med Administration – if an employee is not Med Aid certified they may not at any time handle or administer a clients meds. Do not administer meds to any client without consulting your BT Client’s Siblings – no PCA or DCS may at any time take responsibility for a client’s sibling or any other individual. If they do so they will be held liable for any damages incurred. This also included having responsibility for your own children and your client at the same time. Name Badge – when working with a client outside of their home or ISL an employee must wear a BIS name badge which will be provided to them after orientation Client Transportation - you must have a valid class E drivers license and insurance card on file in order to transport any BIS client. All clients must be in the back seat with child locks engaged. Both you and your client must wear your seatbelt at all times. If your client takes off their seatbelt you will need to pull over as soon as possible and will not proceed until their seatbelt is secured. Please speak with your BT about client specific transportation procedures. IF you are found to have been using your cell phone at the time of an accident or you were not wearing your seat belt, agency liability would not cover you. We do not transport clients if they are in an agitated state. If you client becomes agitated during transport, you will pull over and not proceed until they become stable. Please call you supervisor if you are unsure about your clients current state, but always ere on the side of caution. No Texting or Talking on your Cell Phone While Driving – This is a major violation of Policy and Procedure. Please do not ever text or talk on your cell phone while transporting a client.

How do I request time off? (RTO requests)
Make sure you are not scheduled for any shifts for the day you wish to take off Log into the W2W system Click on “Request Time Off (Full or Partial day) Choose either full day or Partial Day or Repeating Days off Comment as necessary Receive approved or rejected based on previous stipulations/requirements If you know of any days that you need off currently (within the next 4 months), please enter them into W2W as soon as you receive your log in information! How do I request time off? Click on the Time Off tab located in the upper middle section of the page, in the blue border. You should be directed to this screen: (log into W2W to pull up your own file to show them) *Part time employees may request unpaid time off at any time as long as they are not currently scheduled with clients. In the event of needing time off during an ongoing scheduled shift time, the employee is responsible for finding coverage for their assigned shift and reporting the changes to their Staffing Coordinator or FCA first so that the shift may be removed from their schedule. Once the requested day is open and clear of all working shifts, the RTO will be approved by HR through the system and you will receive an confirming your RTO request. This time off should also show up on your calendar. *Full time employees that have earned vacation time and wish to use it must use the comment section and enter VACA in order to be approved. Where you can then chose which day(s) you would like off. This request will be sent to the HR department and be approved or denied based on the following factors: if FT, do you have available vacation time does it conflict with your existing schedule has another team member already requested time off during that period If you are scheduled with a client during the time off that you have requested it is YOUR RESPONSIBILITY to find coverage for that client. You must submit a request for time off through this website for approval. You are liable for any shift on your online schedule that has been published. Please refer to the call in/shift coverage policy and procedure form reviewed and signed during your orientation. You can use the trade board option on the website or call the team members individually. If you cannot find coverage for your shift (AFTER following proper protocol) you may then contact your staffing coordinator or FCA so that they can provide you with alternative numbers/ideas on how to cover your shift.

ISL Holiday Guidelines
Holidays in the ISL Time and a half for hours worked on the following Holidays: New Year’s Day Easter Thanksgiving Christmas ISL Holiday Guidelines

Holidays in the Natural Home New Year’s Day Easter Thanksgiving
Christmas Memorial Day Independence Day Labor Day Natural Home DSPs are not paid above their hourly rate to work on the listed Holidays Communicate with your clients ahead of time and relay your plans!

Timesheets, W2W, DPN’s and Pay:
Please clock in and out on the master timesheet located in the client binder in each home. Do not clock in before your scheduled shift time and do not clock out on the sheet until you leave your shift. Time in and out must match your client’s Daily Progress Note (DPN) as well as your W2W shift assigned to you. Any deviations or problems with any forms may result in a lack of pay for the shift. DPN’s (in home only) are used as your weekly timesheets. 2 ways to receive pay: Via mail or direct deposit – individual issues will be handled on a case by case basis. Time must be reported in 15 min increments – do not clock into shift before your scheduled time! DO NOT FALSIFY A TIME SHEET or a DPN – Medicaid/Insurance Fraud Mileage logs are to be turned in at the same time as your timesheets Clock in/clock out: all times must be entered on the master timesheet. Additionally, DPN’s must be filled out with the correct time for each shift. DPN’s that are not filled out correctly will not be accepted as valid time worked. You will find a sample timesheet in your new hire packet and an electronic copy of the timesheet will also be ed to you before each pay period Pay periods: run every two weeks, pay for those weeks are automatically delayed two weeks. (example: Take most recent pay period date of 12/7. Time worked from 12/10 – 12/23 will be paid January 4, 2013. All time worked during a pay period, whether it is one shift or twelve, must be completed correctly on the DPN’s, timesheets and must match the W2W entry in order to be paid. Outcomes, skills and any other bx data required on the DPN’s must be completely filled out in order to be considered a valid DPN. Your BT, FCA or QDDP will be going over the correct way to complete all forms. Corrective feedback will be given if you fail to comply with these requirements. Time reporting: all shift times are scheduled in 15 minute increments according to the clients’ staffing patterns and rounded up to the nearest 15 minute mark. Therefore, any changes to scheduled shifts must be reported and approved by your staffing coordinator in order for them to update the W2W system. (Kyle will be going over W2W entry and information with you later) You are considered late to a shift if you are more than 7 minutes late to any scheduled shift. Do not stay late on any shift without prior approval from your staffing coordinator. (Natural home: if a parent asks you to stay late, come in early or otherwise change your posted schedule, please tell them to contact the team FCA or the FCA supervisor Brittany Thorn ext. 131 for approval. Changes not made prior to the shift will not be honored for full pay. Timesheets are due into the office before midnight every other Monday. Paychecks will be sent out by mail on every other Friday (beginning with December 7, 2012). Should you wish to pick up your paycheck from the office, you must call Debby Schaefer (ext. 100) in the Financials Department to ensure that your check gets held at the office. Lost or misplaced checks will not be reissued until 10 business day after it has been issued. Timesheets may be ed, faxed or dropped off at the office but cannot contain hours that have not yet been worked Employees must submit one timesheet per client (4 clients, 4 timesheets) Please have a back up plan for submission of time sheets due to the fact that employees submitting late timesheets will not be paid for this time until the next pay period. NO EXCEPTIONS. If you would like to have your paychecks deposited then please fill out the direct deposit form which can be found in your new hire packet and submit it along with a canceled check to the office manager Any employee found falsifying timesheets will receive corrective action up to and including termination as this constitutes Medicaid fraud and is punishable by federal law

Mileage logs and guidelines
To claim mileage with a Natural Home client, you must do the following: *Have a shift that is at least 3.5 hours long *Travel a minimum of 20 miles with that client within that shift *Complete mileage logs with starting and ending mileage and destinations *Mileage logs must be turned in according to pay cycle. Please refer to Pay Cycle doc for dates** *Failure to turn in mileage logs on time, will result in non-payment. *receive $4 per shift as a mileage stipend 401 Timekeeping & Mileage Logs

CLIENTS DEPEND ON US!! If you are going to miss a shift with a client in the natural home setting you must…. Personal doctor’s appointments, homework, etc. should be scheduled around your shifts If you are running late please inform the family or staff member you will be relieving of your intended time of arrive If you arrive 10 minutes late, offer to stay 10 minutes late If you are going to miss a shift in a clients natural home you must…

Call the office and the BT
Natural Home: Call all team members With as much advanced notice as possible to see if anyone can cover your shift Call the office and the BT Contact the team’s Family Care Advocate and immediate supervisor regarding whom you have contacted and what, if any, resolution has been made Call the family If coverage was found, let the family & FCA know who will be working that shift so that changes can be entered into W2W. If coverage was not found, a discussion must take place with the family regarding make up hours before the end of the service month. Changes should be reported to the Family Care Advocate. Call In/Shift Coverage Procedures As long as coverage is found or hours are made up before the end of the calendar month, your missed shift will be an excused absence. Failure to follow policy/procedures, find coverage or get families approval to make up hours will constitute as an unexcused absence and will follow the agency’s progressive discipline actions as previously discussed.

Attendance and Punctuality Policy Call in/shift coverage
Call In/Shift Coverage Procedures To maintain a safe and productive work environment, BIS expects employees to be reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on BIS and will not be tolerated. In the rare instances when employees cannot avoid being late to work or are unable to work as scheduled, they should notify their supervisor as soon as possible in advance of the anticipated tardiness or absence and their start time should reflect the late start time as discussed in the Time Keeping and Mileage Log policy (401). Changes to the scheduled start and/or end time of any publish schedule must be submitted to the Staffing Coordinator of that client within 24 hours of the changes so that it may be reflected in the employee's published schedule. Unreported and undocumented changes to a published schedule will result in disciplinary action. Failure to follow the agency's call off/shift coverage policies will subject the employee to disciplinary action. Employees that call off to a scheduled shift during the hours of Friday at 3pm to Monday at 8am will receive a first and final disciplinary action (DAF). Employees that call off to a second shift during the hours of Friday at 3pm to Monday at 8am during a six month period will be terminated. Employees that have three call offs of any nature during a six-month period (unless excused by a physician's note) will be terminated. Employees that are late to three scheduled shifts in a 6 month period will receive a first and final disciplinary action (DAF). Employees that are late to an additional shift in a 6 month period and have already received a first and final warning regarding tardiness will be subject to termination. Poor attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and including termination of employment.

Progressive Disciplinary Action:
Any BIS employee found to be in violation of these or any policies/ procedures will be subject to disciplinary action up to and including termination. Progressive Disciplinary Action: Verbal Feedback Written Feedback Action plan/suspension (Final notice for improvement) *disqualified for annual increase or pay rate for that calendar year Termination – Training repayment policy enforced Recovery of any agency/client items HIPAA and confidentiality agreements invoked Call In/Shift Coverage Procedures Verbal Feedback Form will be filled out by a supervisor and placed in an employee’s file for minor infractions of policy and procedure or positive feedback Written Feedback will be filled out by supervisor or Human Resources for major infractions of policy and procedure. The issue will be discussed with the employee either in person or through . Final warning/Action plan/suspension Issued if employee repeatedly violates minor or major policies/procedures. Requires a meeting with their supervisor and HR Department to outline the expectations over the next days to improve their job performance in order to retain their position with the agency. Termination Final stage of the progressive disciplinary action policy. If necessary, a final check will reflect the following charges (if trainings were completed less than 90 days from termination or resignation) $35 for Mandt $50 for CPR/FA certifications $75 for Medication Administration (MA1) It is also expected that you will provide regular feedback to your supervisors to keep them up to date on your client’s progress or difficulties. Open lines of communication will ensure that a team is working together towards the same goal and everyone is on the same page. Feedback goes both ways!

BIS Grievance Procedure
Express grievance verbally to your immediate supervisor. If resolution has not been reached within one week then… Put the grievance in writing and submit it again to your immediate supervisor. If issue is not resolved with in a reasonable amount of time then…. Contact the office to request a hearing with a Behavior Intervention Services BCBA. All parties will state their case and the BCBA will provide a resolution. Any employee who feels that they have wrongfully received disciplinary action or who is having an issue with a supervisor or coworker that is hindering their job performance may institute the BIS Grievance Procedure

Worker’s Compensation and Policy Procedures
All employees will sign a copy of the Workers Compensation policy stating that they understand it’s contents If you are injured during billable time with a client you must call your immediate supervisor to start the Workers Comp process. You will be asked a series of questions and a treatment determination will be made All Workers Compensation claims will begin with a drug test This test must be completed within 24 hours of the incident. Workers Compensation will not cover an injury if the drug test is outside of these parameters. Should you decline to take a drug test, you must sign a waiver form or your refusal will be deemed a positive drug test and you will be terminated. We ask that all employees visit a Walgreen’s Take Care clinic or Urgent Care facility when possible. Emergency rooms will only be approved when the injury is classified as a catastrophic event: broken bone, large laceration to a vital area, etc. All paperwork acquired must be presented to BIS for submission to the Insurance company An injured employee will not be permitted to return to active duty until a letter from a health care professional has been received permitting the individual to return to work Worker’s Compensation and Policy Procedures

Community Event Report Forms (CERF) & Medical Event Report Forms (MERF)
What is considered a “Community Event” for one client may be a daily occurrence for another. Please make sure to speak with your clients Behavior Therapist or DSP Trainer to better understand your particular clients and when a CERF may be necessary. Forms will be located in your clients home in the data binder All CERFs must be turned in within 24 hours of the event All CERFS must be legible and precise If you are uncertain as to whether an CERF should be completed, please call your Supervisor for clarification Client Incident Report Form Can be found in client binders Must be filled out and submitted to the office within 24 hours of the incident Behaviors which occurred before, during and after the incident must be recorded Include the following information: Date and time of incident What happened right before, during and after incident in question What bx procedures were followed while incident was occuring Whom was contacted (supervisor, QDDP, family member, etc.) DO NOT INCLUDE: Personal opinion about the incident (“it seemed like Eva was upset” or “Eva was having a bad day” You need to be specific to the What, When, Where and How – the “Why” doesn’t play into your report. Stay clinical and professional in all of your documentation. Community Event Report Form Must be review and signed off on by Kim Salls or ISL Director and submitted to DMH within 48 hours

HR Wrap-Up Questions?

ISL Policy & Procedures
With Assistant ISL Director Melissa Hutson Assistant ISL Director Jamie Klamert ISL Support Kyle Swendig

What is an ISL? -Individualized Supported Living
-Requires staff to be committed, reliable, and enthusiastic about the Direct Support Professional position -Residential living with around the clock support staff -able to provide safe environment for our consumers -provide 24 hours behavior intervention -promotes independence and a quality lifestyle for individuals -There are specific policy and procedures of Direct Support Professionals within the ISL Department.

Medication Administration
If you are not med certified: It is a Direct Support Professional’s responsibility to ensure that a consumer receives their medication Always check the MAR when entering the ISL. This will inform you what time the consumer takes their medication You must notify your QDDP that you will need someone to pass meds for your consumer Must be Med Certified to pass any medication to a consumer (this includes creams and treatments) Must complete DMH Med Level 1 Certification Class before passing meds Must have Supervised Medication Administration Sign-off Signed before passing meds at any ISL Label and Storage of medications Controlled Substances must be double locked! All staff (med certified or not) must count controlled substances every shift Medication Administration waiver

Medication Administration Continued…
Medication Errors The importance of the “Triple Check” Reporting a Medication Error: 1) Inform the QDDP immediately 2) Leave medication in the bubble pack 3) Fill out specific Med Error ERF

Restraints & Time Outs MANDT Last Resort
Keeping you and your client safe Cannot be used as a punishment Must be the choice of the consumer Time out =No Break = Yes

Consumer Rights Treatment of Client:
ERF and State Documentation language: The importance of positive language on state documents Eliminating the words “must” “have” “don’t” “can’t” “no” “stop” from your vocabulary Do not say “NO!”—The use of positive talk Consumer Rights Consumer Rights/ Limitations HIPPA Role of Parents/Guardians Rights of Parents/guardians

What’s Wrong with this Report?! Please find your Report Worksheet!
At 5:50pm I prompted SP that she needed to take one bite of food in the next five minutes or she would not have her snack tonight. I prompted SP every minute explaining how many minutes she had left to take one bite. SP refused to take any bites. After the five minutes were over I explained to SP that we would sit at the table until it was time to take her bath and go to bed. SP continued to sit and look. SP began to rest her head on her hand as if she was going to sleep. At 7:00pm, her room mate began to eat her dinner, Subway. SP began pointing to her roommate's plate saying she was hungry. I gave SP her meds and prompted her to eat her food. SP responded by scratching staff, ripping her shirt and punching her body. She was prompted to have nice hands. At 7:15 SP threw her spoon at roommate and was removed to her bedroom where she sat with nice hands. At 7:30, SP chose her clothes for the next day, her night clothes and began her bath routine. She required help washing her hair and verbal prompts to wash her body. SP independently dressed herself, brushed her teeth and went to bed at 8:30pm. Overall SP had an okay day with the exception of several target behaviors and refusals.

Consumer Funds MUST KEEP ALL RECEIPTS NO MATTER WHAT FUND IS USED!!
Chaperone Funds These funds are for staff to use when doing activities in the community These funds are tracked on a financial tracking sheet in the ISL The set monthly amount for each consumer is $30. These funds can ONLY be used with Personal Funds Must have a personal fund receipt to match chaperone receipt Household funds All consumers receive a set $30 monthly allowance for household items Includes all cleaning products Paper towels, toilet paper, hand soap, laundry detergent These funds are tracked by the QDDP Must use these items sparingly Once the house hold is out of money, THAT’s IT! MUST KEEP ALL RECEIPTS NO MATTER WHAT FUND IS USED!! Each consumer within an ISL receives funding from the state. Some consumers may receive additional funding from additional sources At the start and end of each shift, you will be responsible for checking and recording consumer funds Personal Funds Each consumer receives a set allowance from the state each month. These funds are used for activities in the community, as well as, personalized items (i.e. hair products, soap, OTC medications, hygiene products) These funds are tracked on a financial tracking sheet in the ISL Set monthly amount varies per consumer Pocket Money This funding comes from parents, guardians, family members Can be spent on activities in the community, personal items, food, whatever the client might want or need Amount varies per consumer

Consumer Funds Continued…
Buying consumers gifts Any additional purchase made outside of the provided consumer funding, must be approved by the QDDP for each consumer This is to prevent perceived gift/purchase entitlement of the consumer Set-up expectations that all staff should buy them something Staff cannot bribe clients… If you do/stop that…then I will buy you… “Be a good girl today, and I will take you to McDonald’s”

Behavioral Crisis Procedure
In the event that a behavioral crisis or injury to staff occurs at the time of a shift change or while on shift that places the safety of our consumers and/or staff at risk, it is expected that staff is not to leave the ISL prior to the following procedure: the QDDP and/or Behavior Therapist for the team has been contacted The Event Report Form has been filled out and faxed to the BIS office the staff relieving you on shift has arrived the situation has deescalated a supervisor (QDDP, BT, ISL director) gives permission to leave Failing to remain with the consumer before these steps have been taken will constitute consumer neglect and job abandonment, and employment with BIS will be terminated. The situation will also be submitted to the state for investigation.

ISL Holiday Guidelines
Time off requests will not be approved for the any of the afore mentioned holidays DSP members will be given at least one month’s notice of their time slots for holidays If a DSP member wants a holiday off you must follow proper protocol of finding coverage and informing the QDDP and ISL Staffing Coordinator of any changes For any improper Call-off that does not follow the policy guidelines will result in disciplinary action First infraction Second infraction Third Infraction ISL Holiday Guidelines Please turn to pg. 3 of the ISL Policy and Procedure packet Holidays in the ISL: New Year’s Day, Easter Sunday, Thanksgiving, Christmas Day These holidays are paid at Time and a half Holiday staff is required since we cannot leave consumers unstaffed Holiday shifts are broken down into 3 or 4 hour shifts for the following dates: New Year’s Day, Easter, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Eve, Christmas Day Each member on the team will be required to work a small portion of each holiday

Individualized Support Plan
What is the person centered approach? According to DMH, person centered planning is a process directed by the individual, with assistance as need from a represented. This process allows the individual to access supports that will allow him/her to achieve personally defined outcomes and the training, supports, therapies, treatments, and other services to become part of the plan. All consumer’s within the ISL will have an ISP. Each staff member is required to receive ISP training (and BSP training if applicable) before working their first shift with any consumer It is important to remember that the Individualized Support Plan is the document that drives all that we do with our consumers. ALL STAFF MUST FOLLOW THE ISP AT ALL TIMES

Individualized Support Plan
What information is in the ISP? The individual’s demographic information Contributors to the plan Who is important to the individual What is important to the individual What do you need to know to appropriately support the individual What supports are needed for health, if any? What support are needed for safety, if any? Requirements of family of minor child or guardian How the person communicates (i.e. verbal vs. non-verbal) Issues to be resolved/ concerns Action plans toward meeting outcomes Legal Issues Some homes require locks on doors, cabinets, refrigerators Any restriction put in place in the home must be approved by the Human Right Committee

Missouri Quality Outcomes
People belong to their community People have a variety of personal relationships People have valued roles in their family and in their community People are connected with their past People’s communication is understood and receives a response People are provided behavioral supports in positive ways Prepare are provided with support in a manner that creates positive image People express their own persona identity People have control of their daily lives People have the opportunity to advocate for themselves, for others, and for causes they believe in People’s plans reflect how they want to live their lives, the supports they wants, and how they want them to be provided People live with dignity People feel safe and experience emotional well being People are supported to attain physical wellness People are actively supported throughout the process of making major lifestyle changes People are supported in managing their home

Paperwork in ISL We are going to touch on a few of the aspects of daily paperwork. There may be more or less depending on the consumers you work with. You will learn more about client-specific paperwork during your training shift with the Lead Staff. It seems like a lot at first, but once you get used to it, it’s a breeze!

Daily Progress Notes (DPN)
DPNs track the progress of consumers toward their ISP goals and Missouri Quality Outcomes These DPNs must have your accurate time in/time out, date, printed name, signature DPNs must be fully filled out—do not leave anything blank! Circle or write in N/A if that particular task was not completed DPNs are different for each consumer

Daily Progress Notes (DPN)
What information is included on a DPN? Progress made towards outcomes Any doctor’s appointments attended Any medications that have been given Any new medical information specific to the consumer (i.e. illness, new medication order, etc.) Any visitors to the home Any pertinent phone conversations Any unusual incidents Behavior Incidents The emergence of any new behavior concerns Emergency Situations Community Outings Any new skills that have been mastered

Behavior Data Sheets Behavior Data Sheets collect information that is needed for Behavior Therapy. Not all ISL consumers have Behavior Data Sheets separate from DPNs, but they are just as important! These sheets help you and the Behavior Therapist track the behavioral progress that the consumer is making and help justify their need for services.

sleep (times that the consumer is sleeping),
Intake, Sleep, and BM Logs These logs are very simple to complete, but it is important to keep track of Intake (what the consumer eats/drinks), sleep (times that the consumer is sleeping), and BM (times that the consumer has a Bowel Movement) to maintain communication in the house and to monitor the consumer’s health. These Medical Data sheets must be completed every shift If any consumer has not had a BM in 3 days you MUST notify the QDDP immediately Some consumers require their blood pressure, weight, fluid intake, or temperature to be recorded everyday, these are important medical records that must be kept up with accurately to ensure the quality of our consumer’s health

Monthly Nursing Reviews
The Community RN looks for signs and trends that may be medically, behaviorally, and mentally intertwined and affecting the clients behavior or well-being Intake, Sleep, and BM logs are also reviewed by the BIS Community RN who does monthly visits to each ISL with every individual consumer Many people don’t realize that physical and physiological symptoms can all effect our behavior, the monthly RN visit are essential to maintaining our consumers health and over all well-being It’s important for staff to familiarize themselves with why medical data is being taken and who to notify if abnormal observations are made Always notify the QDDP if there are any abnormal medical changes or medication concerns The QDDP contacts the Nurse for further instructions

Timesheets ISL time sheets are due every other Monday after the Sunday overnight (9am) All time sheets will be faxed to the Office at (314) from the ISL by whomever works Sunday overnights One time sheet per HOME Only use 15-minute increments when signing in and out Time sheet times MUST match Daily Progress Notes (DPN) Do NOT falsify the time sheet. This is Medicaid fraud! Sign in and out ACCURATELY! Mileage logs are turned in with time sheets. ANY questions regarding time sheets may be directed to Staffing Coordinator or Financial Officer Debby! (Time sheets are completely different in Natural Home settings—please get clarification before working any Natural Home shifts.) 401 Timekeeping & Mileage Logs

Mileage Logs ANY TIME WHEN TRANSPORTING CONSUMERS!
Every ISL consumer is allotted a budget for a certain number of miles for the DSP staff to receive reimbursement. Mileage logs can be found in ISL The amount of miles allotted to each consumer varies Mileage is paid out at .45 cents per mile. If over miles, payout is recalculated to stay within budget. E.g. Consumer budget = 400 miles/month equaling $180. If 450 miles that month, new payout = .40 cents/mile to stay within $180 budget. Mileage Logs are turned in bi-weekly with timesheets and will be paid out according to the dates on the Pay Cycle Document Mileage Logs must be filled out legibly, accurately, and completely Each consumer requires different mileage logs; DO NOT combine STAFF ARE NOT ALLOWED TO USE THEIR PHONE AT ANY TIME WHEN TRANSPORTING CONSUMERS! 401 Timekeeping & Mileage Logs The calculation for mileage pay out over budgeted miles is based on the closest cents per mile to the overall budget mileage dollars. Other examples are: 500 miles driven for a 400 miles budget equals .36 cents a mile ($180) miles driven for a 400 miles budget equals .328 cents a mile ($180.40) miles driven for a 400 miles budget equals .30 cents a mile ($180) and so on.

Home Supervisors QDDPs Direct Supervisor when in the ISL
Provide Verbal feedback Can be contacted about general household questions or concerns Conduct in-home training and training shifts Report to QDDP at least twice week Collaborate and work side by side with the QDDP during staffing and behavioral difficulties QDDPs Supervise all DSP staff within the ISL Manage 2-3 ISLs Provide additional staff training and written feedback Must be contacted any time a med error occurs, injury to consumer, behavioral crisis, or an ERF/med error occurs Must be contacted for approval before using any PRN medication Provides communication between day programs, schools, case managers, family/guardians, and DSP staff

Who do you call? Exercise….
You notice you’re running low on paper towels… You’re giving your consumer a bath when you notice a bruise on their lower back… While out in the community you consumer requests to buy a soda, but you forgot their personal funds… You’re realize you’re going to be 15 minutes late picking up your consumer from their day program… When filling out Ernie’s BM log you realize that a 0 has been put for the last 4 days… You are working an overnight one night and you discover you’re out of floor cleaner You’re taking Joey’s blood pressure and receive a reading of 80/40; the parameters for Joey’s blood pressure are: Systolic: if this number is greater than 200 or less than 90 Diastolic: if this number is over 100 or less than 50 On your first shift from 3pm-11pm, you go to the MAR and see that Charlie has 5pm meds, you are the only staff member in the house and you are not med certified… You have a question about how to fill out the Daily Progress Note… You’re in the community with your consumer when suddenly they begin having a behavioral crisis and are refusing to leave, the store manager has already asked you one time to leave the store… While out for a walk Sally trips and scraps her knee. The cut requires minor First Aid including her PRN Neosporin… Jimmy wants to go out to eat, but his ISP states that he can only go out to eat once a week, you notice that his chart does not indicate whether or not he’s been out to eat for the week…

Timesheets need to match DPNs Scheduling of Clients
Will be scheduled for hours based on the availability provided upon hire, and must provide two weeks notice for change in availability Hours are specific to the individual needs of clients or their parents or guardians Unassigned shifts are assigned to staff using inverse seniority Flexible scheduling available if requests are made in a timely fashion & needs are met for families All schedules will be posted on the When to Work websites. Requests for time off will also be made and approved or denied using this system Any ongoing change to a schedule, be it for personal reasons or at the request of a parent/guardian, must be reported and approved by the staffing coordinator and the BT or QDDP It is the responsibility of all employees to update their preferences on When2Work Anytime there is a shift addition/change that is outside of your normal schedule will be followed up by an from the ISL staffing coordinator All employees (especially DSPs) should be checking WhenToWork at least twice per week.

Anyone working in an ISL must..
Call all other team members With as much advanced notice as possible to see if anyone can cover your shift Call Staffing Coordinator With as much advanced notice as possible to make them aware of who will be working the shift Contact Contact your QDDP, Lead Staff member, and Staffing Coordinator so that an appropriate Floater DSP may be contacted Call In/Shift Coverage Procedures

THERAP is an Online Software System for Providers Supporting People with Developmental Disabilities for Effective and Efficient Documentation, Reporting and Communication. Currently every DSP and ISL staff member is responsible for medication administration, T-logs (daily summaries), and some health tracking on THERAP every shift. Each ISL has a laptop and a jetpack (wireless internet provider) which is kept in the locked med closet Laptops are not allowed out around consumers Laptops are to be used for work related repurposes ONLY Sites like YouTube, Pandora, and Netflix are strictly prohibited Lead Supervisor, QDDP, and ISL Assistant Director track data usage and web history for each laptop within the ISL

www.therapservices.net How to… Log in Sign-off on the THERAP MAR
Create a T-log summary Create a T-note Check and create S-comms (messaging system)

Reward Programs Employee of the Week and Month Family Feedback Bonus
Applicant Referral Bonus Employee of the week All employees are urged to nominate their supervisors and coworkers for going above and beyond by ing or calling the office Nominations will be placed in one of two weekly drawings for employee of the week Two drawings will be held every Friday for $10 QT gas cards – one for PCA staff and one for ISL staff All nominations will be placed in individuals personnel file and winners will be announced via Family Feedback Bonus $10 bonus for any employee who clients family reports positive feedback about them to the office One per quarter, per client Applicant Referral Bonus $25 bonus for any employee who refers an applicant to the company Bonus is received after 30 days of active employment by the referred

Perks for All Employees!!!
(After 30 days employment) Corporate Wellness Club Fitness $10/month Minimum of 8 visits per month Concierge Wellness is also available to all employees! Discounted Phone Service Verizon Wireless 8% discount on monthly services Bring your check stub to the nearest Verizon store! Legal Shield Prepaid Lawyer Services Credit Monitoring Identity Theft protection $15.95-$22.24 per month Supplemental Insurance AFLAC Short Term Disability, Cancer Screening, Wellness Plans, etc. SIMPLE IRA retirement plan Available to all employees whom have earned $5000 BIS will match up to 3% of contribution Reinforcement Programs Employee of the Week Employee of the Month Employee of the Year Applicant Referral Bonus $25 at 90 days Family Feedback Bonus $10 and 1 per quarter Jamie

Scheduling System BIS Agency Website Upcoming events and trainings
Individual user id and password 24/7 access to schedules, team member contact info, intranet system Request Time Off (RTO) abilities Scheduling preferences Urgent text alerts Employee Bulletin Board Trade Board Upcoming events and trainings BIS Buzz Employee Nominations Staff-only section to access Annual forms/trainings due: January for A-M June for N-Z

Like us on Facebook! Facebook is a great place to find out: Upcoming events Client function updates EoW and EoM winners About your co-workers and other members of the agency

Any Questions? Please complete all new hire packet forms with signatures and dates Please turn in any additional items that are needed for your file Verify your next training date and time of that class Turn in all items to your moderator for HR

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