Teaching Family Homes of Upper Michigan

PERSONNEL

POLICIES AND PROCEDURES

MANUAL

Teaching Family Homes of Upper Michigan

1000 Silver Creek Rd, Marquette, Michigan
TABLE OF CONTENTS.

SECTION PERSONNEL POLICIES PAGE NO. DATE DATE

REV’D CHANGED

1 / Personnel Policies and Procedures Manual / 4 / 5/7/09
2 / At-Will Status Of Employment / 5 / 4/17/09
3 / Purpose, History, Mission And Philosophy Of The Organization / 6 / 5/7/09
4 / Equal Employment Opportunity Statement / 7 / 5/1/09
5 / Management Rights / 8 / 5/8/09
6 / Qualifications / 9-11 / 5/8/09 / 7/1/11
7 / Personnel File/Record / 12 / 5/8/09 / 7/1/11
8 / Job Description / 13 / 5/8/09 / 10/1/12
9 / Promotions / 14 / 5/8/09
10 / Performance Evaluations and Salary Increases / 15 / 5/8/09
11 / Training, Staff Meetings and Staff Development / 16 / 5/8/09 / 3/21/11 5/21/11
12 / Work Schedules / 17 / 5/1/09
13 / Classification Of Employment / 18 19 / 5/8/09 / 9/23/11
14 / Payroll & Time Sheet Administration / 20 / 5/8/09
15 / Travel And Meals / 21 & 22 / 5/8/09 / 7/14/11
16 / Absence And Tardiness / 23 / 5/8/09
17 / Insurance Benefits / 24 / 5/8/09 / 2/21/11
18 / Vacation, Sick & Personal Leave / 25 & 26 / 5/8/09
19 / Paid Holidays / 27 / 5/1/09
20 / Bereavement Leave / 28 / 5/1/09
21 / Jury Duty and Court Appearances and Subpoenas / 29 / 5/8/09
22 / Military Leave / 30 / 5/1/09
23 / Leave of Absence / 31 / 5/1/09 / 1/17/08
24 / Confidentiality of Client & Staff Information / 32 / 5/8/09
25 / Dress Code / 33 / 5/8/09
26 / Prohibited Conduct / 34 / 5/8/09
27 / Telephones / 35 / 5/8/09
28 / Visitors / 36 / 5/1/09
29 / Solicitation/Distribution Policy / 37 / 5/8/09
30 / Other Employment / 38 / 5/1/09
31 / Confidentiality of Agency Information / 39 / 5/8/09
32 / Agency E-mail, Voice Mail & Internet Policy / 40 & 41 / 5/8/09
33 / Media Releases / 42 / 5/1/09
34 / Inspection of Containers, Packages & Offices / 43 / 5/8/09
35 / Employee Honesty & Integrity / 44 / 5/8/09
36 / Acceptance of Gifts and Loans / 45 / 5/1/09
37 / Anti-Harassment Policy / 46 -48 / 5/1/09
38 / Employment of Relatives & Personal Relationships among Co-workers / 49 / 5/8/09
39 / Criminal Convictions & Criminal Charges / 50 / 5/1/09
40 / Workplace Violence / 51 / 5/1/09
41 / Health and Safety / 52 / 5/8/09
42 / Control of Blood Borne Pathogens / 53 & 54 / 5/8/09
43 / Communications / 55 / 5/1/09
44 / Complaint Resolution Procedure/Whistle Blower Protection / 56 & 57 / 5/8/09 / 7/14/11
45 / Drug Free Work Place / 58 – 60 / 5/8/09 / 2/16/13
46 / Transporting Clients: Policy for Staff and Drivers / 61 & 62 / 5/8/09
47 / Medical Evaluations / 63 / 5/1/09
48 / Volunteers / 64 / 5/1/09
49 / Tax Sheltered Annuity/Retirement Policy / 65 / 5/1/09
50 / Delegation of Chief Executive Officer Authority / 66 / 5/1/09 / 5/21/11
51 / Disciplinary Actions / 67 / 5/8/09 / 7/1/11
52 / Resignation and Termination/References / 68 / 5/8/09 / 7/14/11
53 / Board Review / 69 / 5/1/09
54 / Employee Social Security, Workman's Compensation And Unemployment Benefits / 70 / 5/8/09 / 3/17/11
55 / Digital Communication Attachment A / 71 & 72 / 7/1/10 / 8/31/12
56 / Employee Background Check / 73 & 74 / 5/1/12 / 5/1/12
Section
1 / Personnel Policies & Procedures Manual

This Manual is the property of Teaching Family Homes of Upper Michigan and contains the current policies and procedures of the Agency in outline form. It is only meant to serve as a reference guide. The policies and benefits described are conditions of employment but do not constitute an express or implied contract between the Agency and the Employee. The Agency reserves the unilateral right to add, delete or amend the personnel policies and benefits with or without notice. Previous editions of the Personnel Policies and Procedures Manual are now obsolete. The Manual must be returned to the Human Resource Specialist upon employment termination.

Personnel practices, including the right to hire, transfer, suspend or discharge, to relieve Employees from duty and to maintain discipline and efficiency of Employees, rest exclusively in the sole discretion of the Agency, The Agency may introduce new policies, procedures and job requirements as Agency priorities, interests and needs dictate.

This Manual may be revised/amended with approval of the Board of Directors. Any amendments/revisions shall supersede any previous versions of the same policy or manual and have retroactive force and effect, regardless of an Employee’s date of hire. Employees will receive copies of any amendments to this manual within thirty days of Board approval.

Personnel Policies and Procedures Manual Effective date: May 1, 2009

Approval Date:______By: ______

Section
2 / At-Will Status
of Employment

Employees of the Agency are employed “at-will.” This means that at the sole discretion of either the Agency or the Employee, the employment relationship may be terminated with or without cause and with or without notice. Nothing in this manual operates to change the status of the Employee relationship from at-will to any other status. All disciplinary provisions in this manual are advisory. There is no right to exhaust any single or progressive disciplinary procedure prior to termination. Any representations that change the Employee status from an at-will employment status must be in writing and signed by the Chief Executive Officer of the organization. Any other purported changes in the at-will nature of the employment relationship are without any effect.

Each Employee shall be required to read and sign an at-will notice of employment at the time of hiring.

Personnel Policies and Procedures Manual Effective date: May 1, 2009

Approval Date:______By: ______

3 / Purpose, History,
Mission and Philosophy
of the Organization

MISSION STATEMENT

The mission of Teaching-Family Homes of Upper Michigan is to provide ethical, cost-effective care to children, families, and individuals in need. Our stated goal is to facilitate self-sufficiency through the enhancement of self-esteem, skill development, and interpersonal relationships.

PHILOSOPHY

Teaching Family Homes of Upper Michigan’s therapeutic approach is founded on the principles of social learning theory and cognitive-behavioral intervention. Each client is assessed for therapeutic needs. Staff may use individual counseling, negotiating and contracting, as well as natural and logical consequences as tools for working with children and families. Other forms of intervention, depending on the needs to the individual, may include group counseling and group dynamics training, family counseling and parent training, vocational and educational assessment and counseling,

recreational therapy and self-help skill development.

Personnel Policies and Procedures Manual Effective date: May 1, 2009

Approval Date:______By: ______

4 / Equal Employment
Opportunity and Cultural Diversity

EQUAL OPPORTUNITY

This organization subscribes to a policy of equal employment opportunities and will maintain and conduct all practices relating to recruitment, hiring, discipline and other terms and conditions of employment in a manner which does not discriminate on the basis of race, color, religion, national origin, age, gender, disability, marital status, height, weight or veteran status. This prohibition covers all aspects of the employment process, including application, testing, hiring, assignment, evaluation, disciplinary action, promotion, medical examinations, training, layoff/recall, termination, compensation, leave, benefits or any other term, condition or privilege of employment.

This organization will not discriminate on the basis of legally protected class status in regard to any employment practices or terms, conditions and privileges of employment. Under Michigan, law, a person with a disability needing accommodations for employment must notify their Supervisor in writing within 182 days after the need is known or reasonably should have been known. Failure to notify may result in a loss of rights. Such inquiries may be directed to the Chief Executive Officer immediately in writing.

CULTURAL DIVERSITY

Service shall be provided without regard for client gender, race, color, religion, national origin, age, disability, marital status, height, weight or veteran status.

Employees shall actively recognize cultural values and practices for all co-workers and persons receiving services. Cultural planning and cultural activities, utilizing community resources, shall be incorporated into programs to best meet the cultural needs of the client.

Services shall be sensitive to the needs and requirements of clients from linguistic and cultural backgrounds and responsive as far as practicable to the particular individual.

Personnel Policies and Procedures Manual Effective date: May 1, 2009

Approval Date:______By: ______

Section
5 / Management Rights

The Agency expressly retains and reserves the right to operate its services as it determines advisable in its sole discretion. This includes, but is not limited to, the right to:

Hire, retain, direct, schedule, promote, discharge, demote, reclassify, assign, transfer, layoff, recall, relieve, fire, suspend and otherwise discipline Employees.

Determine the duties of each Employee, subject to change without written notice to the Employee.

Manage its affairs efficiently and economically, including the determination of quantity and quality of services rendered, the control of equipment to be used and discontinuance of any services or methods of operation.

Produce new equipment, methods, or processes, change or eliminate existing equipment, and institute technological changes, decide on supplies and equipment to be purchased

Sub-contract or purchase the construction of new facilities, or the improvement of existing facilities.

Determine the number, location, and type of facilities, to direct the work force, to assign the type and location of work assignments, and determine the number of Employees assigned to operations.

Close or otherwise reduce the scope of operation of any or all facilities.

Determine starting and quitting times, and the number of hours to be worked by Employees.

To establish and change work schedules, work standards and the methods of processes and procedures by which such work is to be performed by Employees.

Select Employees for promotion or transfer to other Supervisory positions and to determine the qualifications and competencies of the Employees to perform the available work. Offers of employment will be extended to only those applicants that can demonstrate that they meet all of the Agency’s requirements and qualifications.

Evaluate Employees and determine by interview, observation, performance, consumer feedback, written test or other established methods or procedures, the qualifications, aptitude and/or ability of individual Employees for assignment to, employment in,, or promotion to the various positions.

Personnel Policies and Procedures Manual Effective date: May 1, 2009

Approval Date:______By: ______

Section
6 / Qualifications

Offers of employment will be extended to only those applicants that can demonstrate that they meet all of the Agency’s’ employment requirements and qualifications. Applicants will be evaluated based on the position for which the applicant has applied. The Agency reserves the sole discretion to define the required qualifications for each category of staff positions.

Hiring

The Administrative Deputy Director must be notified by the Program Supervisor prior to initiating any action to acquire new or additional staff or contract or volunteer help. All hiring procedures must be followed.

TeachingFamily Homes of Upper Michigan will always endeavor to hire the best-qualified applicant. The selection will be based entirely on the training/education, work history, background information, clearance check and approval; demonstrated skill level and personality qualities of the applicant.

A. Internal Placements

1. Vacant full-time positions are posted routinely in the corporation’s administrative office and distributed to all TeachingFamily Homes of Upper Michigan programs with the notice being posted at the identified location in each program by the program management at the time it is known that a vacancy is imminent. Interested Employees may be considered for vacant positions by undergoing the prescribed steps in the TeachingFamily Homes of Upper Michigan hiring process.

B. Hiring of Agency Personnel

1. Applicants will respond to the call to fill a position by submitting an application or resume, and any pertinent references, to the Program Consultant/Supervisor by or before the indicated application closing date.

a. The applicant materials will be screened to determine if minimum job description qualifications are met and those appropriate applicants will be invited for a formal interview.

b. Clerical and Bookkeeping staff will be tested at the administrative offices before the interview to verify specific minimum clerical skill qualifications.

c. Formal interviews will be conducted by at least two persons from the TFH administration/management level positions and will consist of a prescribed set of general employment and job related questions. Video taped interviews may be reviewed and scored at a later date in lieu of the availability of a second interviewer at the scheduled interview time.

2. Hiring Procedures: Applicant Selection

a. Soliciting Applications

o Local and regional newspapers

o Applicable Professional publications

o Applicable Professional and community contacts

b. Preliminary Screening

o Review applicant resumes for relevant education/experience

o Invite promising applicants to initial interview screening

c. Initial Interview (Videotaped)

o Applicant provides background information

o Written evaluation of skills: (when applicable)

o Applicant completes questionnaires applicable to position

o Preliminary and situational questions are answered by the applicant.

o Role play (if applicable)

1) Applicant problem solves a situation with interviewer (15 minutes)

2) Interviewer provides feedback.

3) Applicant repeats problem solving of situation implementing feedback from interviewer

o Social Behavior and Receptivity Scale

1) Interviewer observes applicant throughout interview.

d. Initial Assessment

o Evaluation of application and back-ground information

o Evaluation of videotaped interview questions

1)Score responses

o Evaluation of written responses

1) Score responses

o Evaluation of Social Behavior and Receptivity Scale