Presentation on theme: "Welcome to Ambitions California!"— Presentation transcript:
1Welcome to Ambitions California! New Employee Orientation
2New Employee Training Overview Day 1: Orientation (8 hours)IntroductionEmployment Forms & DocumentsAgency PoliciesSafety & Reporting ProceduresProgram InformationDay 2: CPR/1st Aid & Medication Assistance Training (8 hours)Day 3: CPI Training (8 hours)Day 4 & Day 5: Onsite Orientations (16 hours)Two 8-hour supervised shifts working in program with clientsMay be two different locations
3Orientation Agenda Class Time Breaks Introductions Protocols Employment FormsPoliciesSafety & Reporting ProceduresProgram InformationBreaksTwo 10 minute breaks (around 10am and 2pm)One hour lunch break (around noon)
5Welcome LetterAmbitions does not guarantee any specific shift, hours or work sites.Requirements:Driver’s LicenseValid Liability InsuranceHepatitis B Vaccination Series or Declination1st Aid/CPR CertificationCPI CertificationDSP 1 & DSP 2 TrainingWageVaries by location, program and role
6Employee Portal https://my.ambitions.org Self registration using your personal informationEmployee handbookCopies of policiesAnnouncementsTraining VideosOther Documents & FormsYour electronic pay stubs
8Our MissionAmbitions is dedicated to assisting people with developmental disabilities to achieve the. highest practical fulfillment of lifelong ambitions and dreams.We are dedicated to breaking down barriers - physical, mental or social.We are dedicated to providing opportunities for personal growth and autonomy.We emphasize adapting to individual needs while promoting personal choice and social involvement.We help "Create a Life" both meaningful and rewarding on a day-to-day basis.We are extraordinary people doing ordinary things!
9Our ValuesProvide Support to Our Participants and Employees with Compassion, Confidence, and Commitment.Treat Others the Way We Want to be Treated - With Respect, Dignity and Grace.Communicate Clearly and Listen Attentively.Achieve Success through Dedication, Perseverance, and Teamwork.Build Upon Success and Learn From Failure.Search Beyond the Boundaries and Reach for the Unreachable.
10Our Attitudes"The longer I live, the more I realize the impact of attitude on life. Attitude, to me, is more important than facts. It is more important than the past, than education, than money, than circumstances, than failures, than success, than what other people think or say or do. It is more important than appearance, giftedness, or skill. It will make or break a company… a church… a home. The remarkable thing is we have a choice every day regarding the attitude we will embrace for that day. We cannot change our past… we cannot change the fact that people will act in a certain way. We cannot change the inevitable. The only thing we can do is play on the one string we have… and that is our attitude. I am convinced that life is ten percent what happens to me, and ninety percent how I react to it. And so it is with you… we are in charge of our attitudes." CHARLES SWINDOLL
11Your Benefits Health Insurance – Medical, Dental, Vision Eligible after 90 daysMust work 30 hours per week or more on averageMay select from “base plan” or “buy-up” planBase Plan - $2000 deductible, 70% coverage, medical onlyBuy-up Plan - $500 deductible, 80% coverage, includes dental and visionRetirement – 401kEligible after 1 year of employment during open enrollment100% dollar-for-dollar match (up to 3% of wages)50% match for next 2%(If you contribute 5% of wages, company contributes additional 4%)Paid Time OffEligible after 1 year of employmentUp to 80 hours of paid vacation
12Your Benefits (cont.) Employee Recognition Program Get caught in the act of doing great thingsRecommend others for recognitionEmployee of the MonthDo great and get rewarded againEmerging Leaders ConferenceEligible employees attend a special conference filled with training, activities, team building and rewarding events.Paid meal breaks and free mealsOn duty staff may eat meals family-style with clients when regular meals are served at the home and during activities.
13Employment Forms Review & Verify Personnel Record (LIC 501) Driver’s License & InsuranceIRS Form W4Equal Employment Opportunity CommissionImmigration I-9 FormDirect Deposit EnrollmentNotice of Employee Rights (LIC 9052)Certifications, Degrees & Professional LicensesRequest attendees to review, verify and complete all forms on this slide. Before proceeding, give documents, licenses and forms to PA.
14Notice of Employee Rights Understand your rights.Employers are prohibited from discriminating against employees for filing complaints with CA Department of Social Services, CCLD or Regional Center.We encourage communication with your supervisor!If you have concerns regarding potential violations, tell us first so we can investigate and address the issues.
15Work Opportunity Tax Credit Complete the ADP Tax Credit registration on the kiosk computer.Ask the instructor for assistance if needed.Turn off TV during registration process!Access the ADP Tax Credit website:https://wotc.adp.com/?ambitionsorhttps://my.ambitions.org/californiamenu.aspxTurn off the TV during this process or change inputs so attendees cannot see what employees are typing on the computer.
16Calling On-Call Manager ProtocolsChain of CommandCalling in SickCalling On-Call ManagerTimesheets & Pay DaysLeave of AbsencesOn the Job InjuriesFacility Inspections
17Chain of Command Describe chain of command and reporting procedure. President / State AdministratorVice PresidentProgram SupervisorProgram ManagerClient Care CoordinatorDSPs House 1DSPs House 2DSPs House 3DSPs House 4DSPs House 5DSPs House 6DSPs House 7DSPs House 8Describe chain of command and reporting procedure.Communicate with peers. Address concerns and issues with parties involved.If no resolution, talk to immediate supervisor (house manager)If no resolution, talk to Program ManagerIf still no resolution, request meeting with Program Supervisor and HR SupervisorKeep issues confidential.Do not discuss issues, complaints, grievances with co-workers, clients or outside entities (case managers, consultants, professionals, etc.)Remember who is listening when you speak and how you speak!
18Protocols for Calling in Sick If you are unable to come to work, you must contact your manager (C3 / House Manager / On-Call)You must:Speak to a live person (manager or on-call)Provide 2 hours minimum notice prior to start of shiftText messages / voice mails are not permittedFailure to provide adequate notice will result in disciplinary actionNo Call / No Show may result in termination of employmentIf you must leave early due to sickness or emergency:You must speak to your manager or on-call manager
19Contacting On-Call Manager If it’s an emergency, call 911.Call the primary on-call phone number for your homeIf no answer, leave a detailed message including timeIf no call back after 15 minutes, call again.If no answer, call back-up on-call numberIf no answer, leave a detailed message and indicate you could not reach primary on-call personIf no call back after 15 minutes, keep calling every 15 minutes until you speak to a live person.
20Payday Employees are paid bi-monthly Pay period 1st – 15th of the month is paid on the 25th day of the current monthPay period from 16th – end of month is paid on the 10th day of the following monthIf payday falls on a weekend or holiday, employees will be paid on the next business dayIf payday falls during an employee’s vacation, the paycheck will be available upon return to work. Direct deposits will be made on the scheduled payday.Paychecks / Paystubs available after 12:00pm on payday.
22Timesheet & Expense Report You must accurately report all dates, times & locations workedMeal breaks must be documentedEach line must be signedSheet must be signedTimesheets are due on the 1st and the 16th of each month.25 hours = 15 minutes, .50 hours = 30 minutes, .75 hours = 45 minutesMileage is reimbursed when driving personal vehicle for work-related duties (excluding commute)Expenses are reimbursed with receipts. No receipt = No Reimbursement.
23Leave of Absences All leave of absences are unpaid. You must notify your supervisor and contact the office Program Assistant for a “Request for Leave of Absence” form.You must sign a “Return from Leave” form upon return.You must make arrangements for payment of benefits during time off.May be eligible for California Short-Term Disability if unable to work
24Job-Protected LeaveTwo types of LOA: “Job Protected” & “Non-Job Protected”.Job Protected:Family Leave: Eligible after 12 months of employment (minimum of 1250 hours worked) up to 12 weeks of unpaid leave. Must be approved.Military Leave: Eligible upon being ordered to report for active duty.Workers’ Comp: On the job injury requires doctors note to begin and end leave.Benefits are continued but you are responsible for paying your portion.A comparable position will be available upon return (shifts and locations are not guaranteed).SDI Eligibility:Employees who have received at least $300 in wages during their “base period” are eligible for SDI payments, assuming SDI deductions have been taken out of this pay. (The base period is the twelve months that ends just prior to the last complete calendar quarter before the employee files an SDI claim.)Employees must miss eight consecutive days of work to be able to start receiving payments. In addition, an employee must be under the care of a doctor, and the doctor must certify that the employee is unable to work.What Counts as DisabilityAny time your doctor certifies that you cannot do your job, you are disabled in the eyes of EDD. You don’t have to be unable to do any type of work, you just have to be unable to do the regular and customary duties of your job.Pregnancy. You can generally receive SDI two to four weeks before you are due to give child birth and for four weeks after your child is born (six weeks after for a C-section).Elective surgery. Recovery from elective and cosmetic surgeries is covered by SDI, as long as your doctor certifies that you are disabled.
25Non-Job Protected Leave Personal LeaveMust have worked prior consecutive 12 months60 day leave limit in a 2 year periodMust be approvedJury DutyUnpaid leaveNotify your supervisor as soon as possibleProvide jury summons to your PA
26On the Job InjuriesIf emergency or serious injury, call 911 or seek immediate medical attention at nearest urgent care, hospital or ER.If injured beyond basic 1st Aid (and is non-life threatening).Complete the “Ambitions Accident Report” form.Complete the DWC-1 formObtain a US HealthWorks Treatment Authorization formLocal locations and hours will varyGive completed DWC-1 and Accident Report to your supervisorGo to US HealthWorks Clinic (bring the treatment authorization form)If declining medical treatment, just complete the “Declining Medical Treatment” form and “Ambitions Accident Report”.You must seek medical treatment to be eligible for Worker’s Comp.Also mention to get statements from witnesses. Names, phone numbers also if not employed by Ambitions.
27Unannounced Visits and Evaluations Check ID of all unknown visitorsNotify C3/House Manager/On-Call immediatelyContact office PA immediately (or when office opens)C3 and PM or PS will respond on-site to assistProvide courteous assistance and answer inspector’s questions as neededDo not gossip or complain to inspectorFocus attention on clients needs and not on the inspectorAll reports must be sent to office immediately following visit
28Code of Ethics & Standards of Professional Conduct Review “Code of Ethics & Standards of Professional Conduct” policyFollow along with the next several slidesInitial each paragraphSign the form
29Standards of Professional Conduct Maintain Professional Client RelationshipsRefrain from developing personal relationships with clientsNo personal contact outside usual work hours unless approved by managerNo loitering before or after shiftsNo personal favors or display of favoritismMaintain your confidentialityDon’t give clients your phone #, address, Facebook link, etc.No texting or ing clientsDress appropriately and not provocativelyMinimize physical contact with clients
30Standards of Professional Conduct (cont.) Maintain Professional Client Relationships (cont.)Do not lend or borrow money or gifts from clientsDo not share clothing, jewelry or accessories with clientsKeep personal life at home and don’t talk about issues with or around clientsDo not discuss work performance, relationships or issues within earshot of clientsClients are only allowed in personal vehicles for work-related activities while on-dutyClients may not be taken to your personal residence
31Code of Ethics Punctuality and Attendance Excessive absenteeism or tardiness is not acceptable.Demonstrate professional courtesy, tact and respect.Treat others the way you want to be treated.Be Responsible and Accountable for your actions and conduct.We trust you. Your co-workers trust you. The clients trust you. Don’t let us and them down.You are responsible for keeping your requirements, certifications and training current.Promptly report circumstances and concerns to your supervisor.
32Code of Ethics (cont.)Give your full attention during meetings and trainings.Be respectful of others and don’t use cell phones or other devices.Complete assigned duties and projects within designated timeframes and help others do the same.What comes around goes around… Somebody will help you when you need it.If you notice something that needs to be done, do it! Don’t wait for somebody else to mop up a spill or put something away, even if it’s “not my job”. It’s everyone’s job to provide the best possible service to our clients.
33Code of Ethics (cont.) Professional Communications Provide detailed reports (answer when, who, how, what and why)Must be professionally written (grammar, spelling, sentence structure)s to outside professionals, supervisors and co-workers must be professional (no shorthand or slang)Text messaging is not an acceptable means of communication between employees and their manager or client counselorFollow the dress code policyEmployees are expected to dress appropriately for their job position and duties. Athletic attire is acceptable for athletic activities and non-provocative swimwear is acceptable for the beach and water activities.Men wearing “speedos” is never acceptable.
34Mandatory Reporting You are a Mandated Reporter Your Legal Duty (video)Recognizing AbuseAbuse Reporting ProcedureRequirement to Report Abuse (SOC 341A)Report of Suspected Abuse (SOC 341)
35You are a Mandated Reporter We Are All Mandated Reporters!If you see it, hear about it or reasonably suspect abuse, you are legally required to report it.You are legally protected from prosecution for reporting suspected abuse.Immediate protection of the client is your first duty.You must report observed or suspected abuse to your supervisor.Reporting the abuse to your supervisor does not relieve you of responsibility for reporting the abuse to the appropriate authority.
36Abuse ReportingYour Legal DutyStart the video now
37Recognizing Abuse Abandonment Abduction Financial Abuse Restricting goods and services necessary to avoid physical harm or mental sufferingIsolationMental SufferingNeglectPhysical AbuseSelf-NeglectAbandonment: The desertion or willful forsaking of an elder or dependent adult by anyone having care or custody of that person under circumstances in which a reasonable person would continue to provide care or custody.Abduction: The removal from California, and/or the restraint from returning to California, of any elder/dependent adult who does not have the capacity to consent to such removal or restraint, as well as the removal or restraint of any conservatee without the consent of the conservator or the court.Financial abuse: In bad faith taking or keeping personal property of an elder or dependent adult to a wrongful use, or with intent to defraud, or both, OR assists another in this process. A person or entity is considered to have acted in bad faith if they knew or should have known that the adult had the right to have the property transferred or made readily available to him or to his representative.Goods and services necessary to avoid physical harm or mental suffering: Includes, but is not limited to, all of the following:The provision of medical care for physical and mental health needs,Assistance in personal hygiene,Adequate clothing,Adequately heated and ventilated shelter,Protection from health and safety hazards,Protection from malnutrition, under circumstances where the results include, but are not limited to, malnutrition and deprivation of necessities or physical punishment, andTransportation and assistance necessary to secure the above goods and services.Isolation: Any of the following, unless performed pursuant to a medical care plan, or unless performed in response to a reasonably perceived threat of danger to property or physical safety:Preventing the elder or dependent adult from receiving his/her mail or telephone calls,Telling a caller or visitor that the elder or dependent adult does not wish to see/speak to the person, when this is contrary to the elder or dependent adult's wishes, regardless of whether he/she is mentally competent,False imprisonment: the unlawful violation of the personal liberty of anotherPhysical restraint of the elder or dependent adult to prevent contact with family, friends, or concerned persons.Mental suffering: Fear, agitation, confusion, severe depression, or other forms of serious emotional distress that is brought about by threats, harassment, or other forms of intimidating behavior.Neglect: The negligent failure of any person having care or custody of an elder or dependent adult to exercise that degree of care that a reasonable person in a like position would exercise, including, but not limited to:Failure to assist is personal hygiene or in the provision of food, clothing, or shelter.Failure to provide medical care for physical and mental health needs.Failure to protect from health and safety hazards.Failure to prevent malnutrition or dehydration.Physical abuse: Assault, battery, assault with a deadly weapon or with force likely to produce great bodily injury, unreasonable physical constraint, prolonged or continual deprivation of food or water, sexual assault or battery or rape (including spousal rape, incest, sodomy, oral copulation, or penetration by a foreign object). Physical abuse also includes the use of physical or chemical restraint or psychotropic medication either for punishment or for a period or purpose beyond which the restraint or medication was ordered by the attending, licensed physician.Reasonable suspicion: An objectively reasonable suspicion of abuse that a person should entertain, based upon the facts, and drawing upon the person's training and experience.Self-neglect: Failure of the elder or dependent adult to exercise a reasonable degree of care in providing for his/her own needs in such areas as personal hygiene, food, clothing, shelter, medical and mental health care, or avoiding health and safety hazards, malnutrition or dehydration, when that failure is due to ignorance, illiteracy, incompetence, mental limitation, substance abuse or poor health.
38Abuse Reporting: Definitions AbandonmentThe desertion or willful forsaking of an elder or dependent adult by anyone having care or custody of that person under circumstances in which a reasonable person would continue to provide care or custody.AbductionThe removal from California, and/or the restraint from returning to California, of any elder/dependent adult who does not have the capacity to consent to such removal or restraint, as well as the removal or restraint of any conservatee without the consent of the conservator or the court.
39Abuse Reporting: Definitions Financial AbuseOccurs when a person or entity does any of the following: (1) takes, secretes, appropriates, or retains real or personal property of an elder or dependent adult to a wrongful use or with intent to defraud, or both; or (2) assists in any of these acts.
40Abuse Reporting: Defintions IsolationPreventing the elder or dependent adult from receiving his/her mail or telephone calls.Telling a caller or visitor that the elder or dependent adult does not wish to see/speak to the person, when this is contrary to the elder or dependent adult's wishes, regardless of whether he/she is mentally competent.False Imprisonment: The unlawful violation of the personal liberty of another.Physical restraint of the elder or dependent adult to prevent contact with family, friends, or concerned persons.
41Abuse Reporting: Definitions Mental SufferingFear, agitation, confusion, severe depression, or other forms of serious emotional distress that is brought about by threats, harassment, or other forms of intimidating behavior.
42Abuse Reporting: Definitions NeglectThe negligent failure of any person having care or custody of an elder or dependent adult to exercise that degree of care that a reasonable person in a like position would exercise, including, but not limited to:Failure to assist is personal hygiene or in the provision of food, clothing, or shelter.Failure to provide medical care for physical and mental health needs.Failure to protect from health and safety hazards.Failure to prevent malnutrition or dehydration.
43Abuse Reporting: Defintions Physical AbuseAssault, battery, assault with a deadly weapon or with force likely to produce great bodily injury.Unreasonable physical constraint, prolonged or continual deprivation of food or water.Sexual assault or battery or rape (including spousal rape, incest, sodomy, oral copulation, or penetration by a foreign object).Physical abuse also includes the use of physical or chemical restraint or psychotropic medication either for punishment or for a period or purpose beyond which the restraint or medication was ordered by the attending, licensed physician.
44Abuse Reporting: Definitions Self-NeglectFailure of the elder or dependent adult to exercise a reasonable degree of care in providing for his/her own needs in such areas as personal hygiene, food, clothing, shelter, medical and mental health care, or avoiding health and safety hazards, malnutrition or dehydration, when that failure is due to ignorance, illiteracy, incompetence, mental limitation, substance abuse or poor health.
45Abuse Reporting: Definitions Withholding Necessary Goods or ServicesThe provision of medical care for physical and mental health needsAssistance in personal hygieneAdequate clothingAdequately heated and ventilated shelterProtection from health and safety hazardsProtection from malnutrition, under circumstances where the results include, but are not limited to, malnutrition and deprivation of necessities or physical punishmentTransportation and assistance necessary to secure the above goods and services
46Abuse Reporting: Acknowledgement Read and sign SOC 341ARead and sign Ambitions Abuse Reporting PolicyReview SOC 341 Abuse Reporting FormCopies are available in the facilities and officeKeep this form for yourself
47Quality of Life Outcomes Residential Service Guidelines C.H.I.R.P.S.Quality of Life OutcomesakaResidential Service Guidelines
48C.H.I.R.P.S Choice Health and Well-Being Integrated Lifestyle RelationshipsPower & StatusSatisfaction
49Choice Clients identify their needs, wants, likes and dislikes. Clients make major life decisions.Clients make decisions regarding everyday matters.Clients have a major role in choosing the providers of their services and supports.Clients services and supports change as wants, needs and preferences change.
50Health & Well-Being Clients are safe. Clients have the best possible health.Clients know what to do in the event of threats to health, safety and wellbeing.Clients have access to needed health care.
51Integrated LifestyleClients are part of the mainstream of community life and live, work and play in integrated environments.Clients lifestyles reflect their cultural preferences.Clients are independent and productive.Clients have stable living arrangements.Clients are comfortable where they live.
52Relationships Clients have friends and caring relationships. Clients build community supports which may include family, friends, service providers / professionals and other community members.Clients have the right to have intimate relationships.
53Power and Status Clients exercise rights and responsibilities. Clients are free from abuse, neglect and exploitation.Clients are treated with dignity and respect.Clients receive appropriate generic services and supports.Clients have the right to religious freedom, social interaction and participation in community activities.Clients have advocates and/or access to advocacy services.Clients have the responsibility to respect others’ rights.
54SatisfactionClients plan goals for the future and to work towards them.Clients are satisfied with the services and supports they receive.Clients are satisfied with their quality of life.
55Client RightsClients of Ambitions are empowered, as any other citizen, with all rights and privileges guaranteed under the Constitution and Laws of the United States and the State of California.Staff must treat clients with dignity and consideration, respecting the clients civil and human rights at all times.Additionally, clients of Ambitions shall be afforded the rights as specified on the Ambitions’ Client Rights Policy.
56Individuals with disabilities have the same rights as everyone else. Client RightsIndividuals with disabilities have the same rights as everyone else.Simple, easy to remember.Review the policy and discuss specific items on the Client Rights Policy. Encourage questions and feedback. Many new DSPs may not realize some of the rights that clients have.
57Please take a 10 minute break now. Ready for aBreak?Please take a 10 minute break now.
58Ambitions’ Employment Policies Job DescriptionCell Phone PolicyNotice of RiskHarassment PolicyConfidentiality StatementEmployee Grievance PolicyEmployment StandardsPersonal Vehicle Use PolicyNon-Discrimination PolicyMedication Assistance PolicyNon-Solicitation / Non-Disclosure PolicyEmployee Rest & Meal Period PolicyOutside Employment PolicyAccurate Time Reporting PolicyDress Code PolicyVacation & Sick Leave PolicyAlcohol & Drug PolicyHIPAA PolicySmoking & Tobacco Use Policy
59Job Description Minimum Requirements Expectations Other Duties as RequestedLeave the “It’s not my job” attitude at homeEveryone’s #1 priority is to ensure the clients are safe, healthy and receive the best services and supports possible.
60Notice of RiskThere is an element of risk when working with behaviorally challenged, developmentally disabled adults.Expect to address:Physically aggressive behaviors (hitting, kicking, biting, spitting, throwing items, etc.)Verbal or physical harassment (sexually explicit remarks, inappropriate sexual contact, cursing, insults, etc.)Concealed items to be used as weapons (hammers, utensils, screwdrivers, etc.)Pregnant? Contact HR to discuss your options.
61Confidentiality Policy Employees may not disclose any information about any current or former client or employee to any unauthorized persons or entities without proper authorization.Authorized persons include professionals, agencies and employees who are directly involved in the provision of services for the client.Before releasing any confidential information, the client or client representative must grant consent by signing a Release of Information form.
62Constant dependable attendance is essential. Employment StandardsConstant dependable attendance is essential.Employees who do not call or show up to a scheduled shift are considered a “No Call / No Show”.If there is no response after Ambitions attempts to contact the employee, this is considered a “voluntary termination of employment due to job abandonment.”
63Employment Standards Policy Employees who do not follow the client’s service plan or meet client needs may face disciplinary action or termination depending on the severity of the offense.Employees must have compatible personalities with the clients.Due to cognitive needs of the clients, employees with incompatible personalities may be dismissed.Dismissal is not a reflection of work performance, compatibility is simply a requirement of the job.
64Non-Discrimination Policy No personal shall be subjected to discrimination by this agency or its contractors because of:Gender, race, religion, marital status, color, age, creedSexual orientation, national origins, handicapping conditionUse of a trained dog guide or service animalCommunicable diseases and HIV/AIDSDisabled veteran statusVietnam era veteran statusAnd any other reasons prohibited by law
65Non-Disclosure / Non-Solicitation Agreement Company confidential and proprietary information may not be disclosed without written authorization.Employees will devote their full working time to the business of Ambitions.Employees may not solicit, take away or cause the loss of clients or employees to Ambitions.All materials (manuals, documents, forms, items, etc.) provided to employees is the property of Ambitions and may not be shared, copied, distributed, posted, etc.
66Outside EmploymentEmployees may have outside jobs, however all employees must still meet Ambitions performance standards, including attendance and dependability.All employs will be judged by the same performance standards and will be subject to Ambitions’ scheduling demands, regardless of any existing outside work requirements.
67Outside Employment Non-Exempt Employees (hourly) May hold outside employment positions.May not hold management or supervisory positions with Ambitions competitors.May not provide employment or other support services through or with other service agencies to clients already being served by Ambitions.
68Outside Employment Exempt Employees (salaried or management) May not hold outside employment with service providers who compete directly with AmbitionsMay not independently contract with similar service agencies to provide support servicesMay not receive any income or material gain from individuals outside Ambitions for materials produced or services rendered while performing their jobs.
69Outside Employment Conflict of Interest When an employee is in a position to influence any decision that may result in a personal gain for that employee or for a relative as a result of Ambitions’ business dealings.Relative: Any person who is related by blood or marriage, or whose relationship is similar to that of persons who are related by blood or marriage. This includes significant others.
70Employee Dress CodeEmployees will maintain a professional appearance and dress in a manner that is safe and conductive to the support provided to our clientsEmployees will be neatly groomed and free of body odor or strong perfume or cologne.Clothing: No sleepwear, visible undergarments, obscene language or symbols, provocative pictures, scrubs, nursing uniforms or medical attire.Shirts: No see-through, low-cut, spaghetti straps or half shirts.
71Employee Dress CodeShorts: Hemmed (may be above the knees but no more than mid-thigh). No cut-offs, spandex, gym shorts, jogging shorts or Speedos.Pants: No coveralls, sweat pants, gym clothes or sports clothes (unless participating in an activity that requires this clothing). Stretch pants, tights or leggings may be worn with a shirt or dress that extends to mid-thigh or lower.Shoes: No hard-soled shoes, steel-toed boots, open toed shoes or sandals, hard leather hiking shoes, house shoes or shoes designed for beach or bath wear (flip flops).
72Employee Dress CodeJewelry: Ambitions recommends employees refrain from wearing any jewelry. May be worn if it’s minimal, safe and does not interfere with work.Prohibited items include: Necklaces (unless covered under shirt), pocket watches on chains, no clothing chains (including wallets on chains, purses with chains)Facial piercings (lip rings, eyebrow rings) and dangling earrings or body ornaments are not permitted.Headwear: Not permitted to wear headwear while on duty inside a home, office or building.Weather-appropriate headwear is acceptable outdoors (baseball caps, sun hats, etc.)
73Employee Dress Code Body art, tattoos and body modifications Cannot display slogans or images that are demeaning or feature profanity or other messages that do not promote or enhance a safe, productive and non-discriminatory workplace.
74Alcohol & Controlled Substances Ambitions applicants are tested for drug use prior to hire.Employees are subject to random substance abuse testing at any time.Employees may be tested upon reasonable suspicion of alcohol or drug use or impairment.Employees injured on the job due to an accident (whether at fault or not) will be drug tested.Marijuana is a controlled substance, even with a prescription, and its use violates Ambitions policy.
75Smoking & Tobacco UseSmoking and tobacco use is prohibited throughout the workplace, including facilities, client homes, agency vehicles, agency offices and other work areas.Use of tobacco products is permitted when participating in an activity with a client, as long as it doesn’t take place in a prohibited area.Smoke breaks are considered rest periods, even if a taking a smoke break with a client.
76Cell Phone Policy You may use your cell phone during break times. Employees should notify other employees on-shift that they are taking their break to avoid the perception of using your phone on company time.Cell phones may not be used at any other time and should be kept locked in your vehicle or personal bag locked in the facility.Cell phone “usage” is defined as voice calling, text messaging, ing, web browsing and game playing.Taking pictures or videos of clients without their written consent and authorization from the Program Supervisor is a direct violation of client rights.
77Harassment of clients or employees of any sort Harassment PolicyHarassment of clients or employees of any sortwill not be tolerated.WordsSignsJokesPranksIntimidationPhysical ContactViolence
78Harassment PolicySexual harassment may include any unwelcomed conduct that creates an intimidating environment, prevents an individual from effectively performing the duties of their position, or when such conduct is made a condition of employment or compensation, either implicitly or explicitly.Unwelcomed sexual advancesSuggestive or lewd remarksUnwanted hugs, touches or kissesRequest for sexual favorsDerogatory or pornographic posters, cartoons or drawingss or text messages containing suggestive or lewd jokes or images.
79Employee Grievance Policy Submit a detailed explanation of grievance and desired outcome in writing, dated and signed to management.Written report of investigation will be available to employee within 30 days.There shall be no retaliation, either formal or informal against the employee who filed the grievance.
80Personal Vehicle Use Policy You must provide proof of automobile liability insurance and keep it active while employed with Ambitions.Must be named on the insurance as a covered driver.Must have sufficient coverage for all work-related activities.Must notify management of any driving violations or lapses in insurance coverage.Employees may only transport clients in their personal vehicle with a valid driver’s license and current insurance.
81Medication Assistance Policy You must be trained and certified before you can assist clients with taking medication.Accepted training courses:DSP 1 Medication Assistance TrainingDSP 2 Medication Assistance TrainingAmbitions Medication TrainingRe-certify every 2 years
82Employee Break PolicyDSP meal and rest periods are “on-duty” and paid time.Non-DSP hourly employees receive unpaid meal breaks.DSP’s must remain awake and on-premises during rest periods and meal breaks and able to respond to the needs of the clients.Rest periods are 10 minutes per every 4 hours of work.An additional 10 minute rest period may be taken if an employee affirmatively responds to a client’s needs during their rest period.Meal breaks are 30 minutes when working 5 or more hours.Employees may share in the same meal when it is served family-style with the residents at no additional cost to the employee.It is the employee’s responsibility to take his/her rest and meal periods and to confirm they have taken them on their timesheet.
83Time Reporting & Pay Day Policy You are required to accurately report all time worked.You must record starting and ending times of shifts and meal periods for each date worked.You must punch-in and punch-out no more than 5 minutes prior to or after your shift (for locations with time clocks).You must submit completed timesheets on the 1st (for 16th through end-of-month) and on the 16th (for the 1st through 15th period).Timesheets must be signed.Federal and State taxes along with voluntary contributions will be withheld from paychecks.You may view your paystub online at https://my.ambitions.org.
84Vacation & Leave Policy Vacation accrual begins after 1st year anniversaryVacation is accrued at a rate of .04 hours for each hour worked, up to an annual limit of 80 hours (up to 5th year of employment).After 5 years, accrual limit is 120 hours annuallyAfter 10 years, accrual limit is 160 hours annually.You must request vacation use 30 days in advance.Not all requests for time off may be approved.No paid sick leave.Time off without prior approval may result in disciplinary action.
85HIPAA Confidentiality Agreement Client records are stored in a locked location.Client information is used only as necessary for the provision of services.Staff access to client information is on a need-to-know basis.s outside the agency must not include client confidential or identifying information.Documents should be saved as PDF and encrypted before ing.
86Safety & Reporting Procedures Uniform Emergency Response ProceduresOSHA Safety Data SheetsHIV/AIDS TrainingUniversal Precautions TrainingHepatitis B Training
88Uniform Emergency Response Emergency SituationsMust maintain client supervision until properly relieved from another Ambitions staff.Medical EmergenciesResponse to FireNatural DisastersCommunity EmergenciesCommunity Protection EmergenciesMissing ClientsUnmanageable Client BehaviorClients Involved with Law Enforcement
89Uniform Emergency Response Procedures AlwaysAssess the situationEnsure clients’ and housemates’ safetyCall 911 if necessaryContact your supervisor (or on-call)Complete an Ambitions Event Report
90Uniform Emergency Response Procedures Medical EmergenciesAssess the situationFirst Aid/CPR, if necessaryCall 911Call supervisor or on-call for backup to accompany client to hospitalBring client information and medical information to doctor / hospitalWrite an Event ReportResponse to FireR.A.C.E.Respond • Alert • Contain • Evacuate then Extinguish
91Uniform Emergency Response Procedure Fire!Assure client safety and evacuate the areaCall 911Evacuate all client and agency records if possibleAttempt to contain or extinguish the fire, if safe to do soContact your supervisor or on-callTransport clients to nearest Ambitions home
92Uniform Emergency Response Procedures Natural Disasters & Community Protection EmergenciesRemain calmAssure client safetyListen to emergency broadcasts in your areaContact your supervisor or on-callEvacuate the home if necessaryTemporary locations include shelters, restaurants, hotels, community centers, public activity locations, Ambitions office, other Ambitions homesEvacuate client and staff records if possibleNotify supervisor of temporary location and condition of everyone
93Uniform Emergency Response Procedures Missing ClientsClients with legal/criminal issues, contact law enforcement if stated in the support planContact Case ManagerSearch the area for 5-10 minutesContact your supervisor / on-callComplete an Event ReportIf AWOL behavior is typical of client, follow procedures specified in client’s Behavior Support Plan or IPP.
94Uniform Emergency Response Procedures Unmanageable Client BehaviorAssure and maintain safety2 ways to approach behaviorsPreventative MeasuresEmergency Response MeasuresPreventative Measures:Create a Supportive Environment.Engage in Personal Skill Building.Engage in Positive Employee/Individual Interaction.
95Uniform Emergency Response Procedures Emergency Intervention Strategies (Restrictive Procedures)May only be used if behavior meets Emergency Criteria:If the behavior continues without intervention, it will cause harm or injury to the client, employees or others, or will result in significant property damage.
96Uniform Emergency Response Procedures Permitted Intervention StrategiesProhibited Intervention StrategiesPhysically block an attack or behaviorPlace self between individual and objectPhysically escorting an individual to a safe area to remove from dangerous situationPhysical restraintAmbitions approved 2-person transport holdMust be trained (CPI) prior to useAversive stimulationUnpleasant stimulusElectric shockCorporal punishmentSpanking, slapping, etc.Locking or holding a door closed where exits are blockedProne restraintsMechanical or physical restraint that bears weight on an individual
97OSHA SafetyEmployees should be familiar with common household products that may be hazardous.All potentially hazardous products (cleaning supplies, laundry supplies, paint, gasoline, etc.) must be securely locked in cabinets or closets and inaccessible to clients.Understand product labeling.Understand how to treat exposure or ingestion.Use products only as intended by the manufacturer.