MISSION STATEMENT
We believe all people deserve the right to achieve their fullest potential. Therefore, we exist for the purpose of providing individualized services that are designed to maximize each person’s daily living and vocational skills in order to be integrated into the community to the fullest extent possible.
PURPOSE STATEMENT
VOCATIONAL EVALUATION
To access the employment and independent living capabilities of unemployed or underemployed and severely disabled individuals using work samples, psychometric testing, situational assessments, and counseling services with written recommendations for subsequent vocational rehabilitation services or referral to other appropriate agencies.
DAY SERVICES/COMMUNITY INTEGRATION SERVICES
To provide a goal-orientated program of developmental and therapeutic services designed to maximize an individual’s independent functioning in self-care, emotional growth, socialization, communication, and education.
WORK SERVICES PROGRAM
To provide a prevocational and vocational program by using real work situations, such as subcontracts and other production orientated work, to develop appropriate work behaviors, to maximize earnings, and to increase an individual’s potential for community employment.
COMMUNITY EMPLOYMENT SERVICES
To provide job readiness training and job placement with follow-along services to adults with disabilities to assist the individual in securing and maintaining employment.
BIRTH TO THREE PROGRAM
To provide a variety of individualized early intervention services for the child, their family, and the community.
THE CARING CONNECTION
To meet the needs of mature adults with memory loss who need minimal assistance with daily activities.
CATHOLIC CHARITIES BUREAU
Catholic Charities Bureau is a private, non-profit corporation which provides social services to all in need regardless of race, religion, or national origin. Since 1917, Catholic Charities Bureau, Inc. has been providing services to the poor and disadvantaged as an expression of the social ministry of the Catholic Church in the Diocese of Superior, Wisconsin.
Accordingly, the purpose of CCB is to be an effective sign of the charity of Christ. To this end CCB:
- Provides services that are significant in quantity and quality.
2. Assures an ecumenical orientation exists in that no distinction is made by race, sex, or religion in reference to clients served, staff employed, and board member appointments.
3. Avoids unnecessary duplication of services already adequately provided by governmental or public organizations and other private social service agencies.
CCB’s Mission Statement
Under the pastoral leadership of our Diocesan Bishop, to carry on the redeeming work of our Lord by reflecting gospel values and the moral teachings of the church. To meet the critical needs and issues of our society through the use of our gifts and resources, by mobilizing the Christian community in partnership with private and public enterprise. To collaborate with all people of goodwill to alleviate human suffering by sponsoring direct service programs for the poor, the disadvantaged, the disabled, the elderly, and children with special needs. To create an environment of human dignity based on mutual respect, understanding, and trust. We profess the dignity of each person as a creation of God. This truth becomes the foundation of our great respect and love of each individual. To translate our mission and vision into goals, commitments, and action.
PROFESSIONAL CODE OF ETHICS
CATHOLIC CHARITIES BUREAU
Diocese of Superior
HEADWATERS, INC.
Rhinelander, WI
Preamble
The purpose of the Code of Ethics is to set forth expectations for CCB and Headwaters, Inc. board members, volunteers, administrators, and staff members regarding how we are to conduct our transactions with one another and the people we serve. CCB and Headwaters, Inc. will in its activities and actions reflect gospel values and will be consistent with its mission and the mission of the Diocese of Superior.
Code I:
We will support the sanctity and dignity of human life and recognize the central role of the family in our society. We will respect and protect the dignity of the individual.
Code II:
We will give first consideration in the provision of our services to assist those members of our community who are most vulnerable and least able to help themselves.
Code III:
We will practice the virtues of charity and justice in our relationships with one another and with the people we serve as well as in our dealings with the community at large.
Code IV:
We will utilize our personal talents, training, and experience for the benefit of enriching the lives of the people we serve.
Code V:
We will respect and conform to civil law and its governance. We will also seek to peacefully change those civil practices that adversely affect the well-being of the people we serve.
Code VI:
We will as faithful stewards assure organizational integrity by exercising prudent judgment in the utilization of the resources that are entrusted to us.
Code VII:
We will engage in activities that promote the well being of the organization and avoid participation in actions that are intended to serve personal or private interests.
Code VIII:
We will guarantee confidentiality as a living principle within the organization and establish policies and procedures to protect the interests of the people we serve, our governing boards, and our personnel.
Code IX:
We will expect all persons affiliated with CCB to conduct themselves in a professional manner that brings credibility to the organization.
Code X:
We will collaborate with individuals, groups, and other people of good will to achieve the fullest measure of charity and justice and strive to meet the highest standards of program and excellence.
EEO Policy Statement:
No otherwise qualified person will be excluded, be denied the benefits of employment, or otherwise be subject to discrimination in employment in any manner on the basis of age, race, religion, color, sex, national origin, ancestry, disability, conviction record, sexual orientation, marital status or military participation. Headwaters welcomes applications from people with disabilities and ethnic diversity.
Headwaters operates in compliance with the equal opportunity policy and standards of the Wisconsin Department of Health and Social Services and all applicable State and Federal statutes and regulations relating to nondiscrimination in employment and service delivery.
Headwaters will consider all applicants for employment using the same criteria, will consider employees for promotion without regard to the presence or absence of a disability, will take steps to ensure that facilities are barrier free in compliance with State and Federal regulations, and will make reasonable accommodation to facilitate the application, employment, and promotion of people with disabilities.
The Administrative Assistant is the Equal Opportunity Administrator for Headwaters.
General Purpose of the Employee Handbook:
This handbook is not intended to be a contract or an offer of a contract. Neither this handbook nor the policies, practices, and benefits provided therein constitute a contract between the employer and the employee. Headwaters may amend, modify, add to, eliminate or otherwise change this handbook. This handbook is not intended to be all-inclusive. Unanticipated situations may arise that require actions not stated in the handbook.
The handbook is established:
To ensure consistent personnel practices designed to utilize most effectively the human resources of Headwaters in the achievement of its goals and mission.
To describe clearly the specific conditions of employment which are understood by both employer and employee.
At Will Statement
The employment relationship, which exists between Headwaters and each of its employees, is employment-at-will. Under this relationship, any employee is free to end his or her employment with Headwaters at any time for any reason with or without advance notice. Headwaters may, at any time, decide to end an individual’s employment, with or without cause or prior notice, and at its sole discretion.
Reference to Gender, Director, Headwaters, Inc., and Catholic Charities Bureau
For ease of reading these policies, male pronouns such as “he, his, him” will be understood to mean “he/she, his/her, him/her” when appropriate. Any reference to Director, unless otherwise stated, shall mean Director of Headwaters, Inc. Any reference to Headwaters shall mean Headwaters, Inc. and any reference to CCB shall mean Catholic Charities Bureau.
BOARD OF DIRECTORS
Catholic Charities Bureau Board
The Board of Directors of CCB is the principal legal corporate entity responsible for the operation of Headwaters. The function of CCB's Board in relation to Headwaters is as follows:
CCB will retain the following responsibilities:
1. Elects and appoints the new Board members of local corporations.
2. Remove Directors for cause.
3. Provide management services and consultation as deemed necessary by CCB.
4. Give approval to amendments of certain By-Laws (as identified in Headwaters By-Laws).
5. Establishes and coordinates the mission of the local Boards.
Headwaters, Inc. Board
The Board of Directors of Headwaters is the local entity responsible for providing direction to Headwaters and providing the necessary programs to meet the needs of the community. The Headwaters Board is responsible to the CCB Board of Directors.
Headwaters Board will retain the following responsibilities:
1. Set organizational goals and plans for accomplishing them.
2. Ensure program excellence.
3. Approve annual budget.
4. Set policies guiding program, personnel, and delineated Board activities.
5. Enter into contracts.
6. Perform fund raising activities.
7. Pursue public relations initiatives to benefit organization.
8. Assure regulatory compliance.
9. Approve single expenditures over $3,000.00.
10. Secure/maintain buildings, vehicles and equipment.
11. Work in close collaboration with assigned Director.
HEADWATERS FOUNDATION, INC.
The Headwaters Foundation, Inc. was formed for the purpose of acquiring additional funds to supplement various program operations at Headwaters.
PERSONNEL RECRUITMENT, SCREENING, SELECTION, AND RECORDS
Non-Discrimination
Headwaters is committed to the belief that each individual is entitled to equal employment opportunities and will abide by all existing State and Federal laws in this area. Headwaters maintains an affirmative action program which is reviewed and revised annually. It is the intent of Headwaters that equal opportunity is provided in employment, wages, promotion, benefits, and all other privileges and conditions of employment.
Selection/Hire
It is the policy of Headwaters to fill vacancies with people who best meet the programmatic and functional requirements of the position. Opportunity for employment will be open to any person who can present satisfactory evidence of qualifications for the position. Promotion will be based upon the employee’s ability to meet the requirements of the new position.
Upon being hired for a position, new employees will be required to complete and sign an application for employment, Background Information Disclosure, a morals and ethics statement, documentation of receipt of the employee handbook, W-4 and WT4 tax forms, and an I-9 Employment Eligibility Verification. Criminal background checks will be conducted on all new employees.
An orientation will be provided for new employees of Headwaters. During the first six months of employment with the agency, you are considered to be in an initial qualification period. This initial qualification period will be a time during which both you and the agency evaluate your performance and suitability for the position. At the end of your initial qualification period, you are placed on regular status, placed on an extended initial qualification period, or your employment is terminated. Completion of the initial qualification period will not alter your at-will status.
Personnel File
A confidential personnel file shall be maintained and is the property of Headwaters. The employee must advise the Administrative Assistant of changes in their address, phone number, persons to contact in case of emergency, name change, marital status, or number of exemptions.
An employee requesting to review his personnel file must submit a written request to the Director or Administrative Assistant to review those sections of his personnel file allowed by law. The written request must indicate which sections are being requested for review. The information will be provided as required by law. (See Appendix 1)
Medical Information
Medical information is not part of an employee’s personnel file. Any personal information related to an individual’s health care (or payment of health care) will not be disclosed except in the following limited circumstances:
to the individual;
pursuant to a signed, dated general consent form in order to carry out treatment, payment, or health care operations;
if not for treatment, payment, or health care operations, then pursuant to a signed, dated, and narrowly crafted authorization; or
to the government (State or Federal) for purposes of public health, abuse/neglect investigation, fraud prevention, etc.
Privacy Act
The Wisconsin Privacy Act covers personally identifiable information where the health care or financial data can be linked to a person’s name, social security number, employee number, or other identifier. It’s generally acceptable to disclose summarized data which cannot be linked to any specific individual. But, the definition of “protected health information” includes any information, in any form (electronic or otherwise) created or received by a provider, health plan, insurer, or employer, that relates to past, present, or future health care or payments. Any such information, if it can be personally identified, falls under the domain of HIPPA (Health Insurance Privacy and Portability Act) and the Wisconsin Privacy Act.
References
Formal or informal requests for references for present or previously employed persons shall be limited to their dates of employment and the positions they held unless a signed release is received. Only management personnel will provide references.
EMPLOYMENT TERMS
Headwaters will maintain written job descriptions for all employment positions. Each job description will contain the duties, essential functions of the position, qualifications and attributes for the position, the immediate supervisor of the position, and the employment classification for the position.
Classification Definitions
6
Full-time: An employee routinely scheduled to work a minimum of 36 hours per week.
Part-time: An employee routinely scheduled to work less than 36 hours per week.
Limited term employee: A position that is not anticipated to exceed 120 days. May be full or part-time.
An exempt employee is one who performs duties that are not subject to the overtime requirements of the Federal Fair Labor Standards Act.
A non-exempt employee is one who performs duties that are subject to the overtime requirements of the Federal Fair Labor Standards Act.
Using the test mandated in the Fair Labor Standards Act, each position will be classified as exempt or non-exempt.