Personnel
Policy
Handbook
Community Supports, Inc.
DSI Management, L.L.C.
East Coast Contract Industries
Central Florida Contract Industries
Lakeview Terrace Retirement Services
Lakeview Terrace Health Care Center
Lakeview Terrace Home Health Services
Lisenby on Lake Caroline
Interim of Central Florida
DSI Management, L.L.C. and the facilities and programs for which it is responsible, reserve the right to unilaterally alter all of the policies, procedures, rules, benefits and other elements of this Personnel Policy Handbook. This 02/12/2010 edition of this Personnel Policy Handbook replaces and supercedes all previously issued dated and undated policies, procedures, rules and benefits contained herein.
This Personnel Policy Manual is the property of DSI Management, L.L.C. The policies, procedures, rules, benefits, and other elements of this handbook pertain only to employees of the facilities and programs managed by DSI Management, L.L.C. and have no bearing on persons outside the organization.
DSI Management, L.L.C. (DSI Management) manages a variety of facilities and programs for the developmentally disabled and the elderly. Programs which are owned by Community Supports, Inc. (CSI), and managed by DSI Management include: Lakeview Terrace Retirement Community, a 286-unit Continuing Care Retirement Community and the Lakeview Terrace Health Care Center, which includes a Skilled Nursing Facility and an Assisted Living Facility Home Health Services; and Lisenby on Lake Caroline, a 100-bed Assisted Living/Skilled Nursing Facility. Additionally, DSI Management manages Central Florida Contract Industries and East Coast Contract Industries for CSI. These are pre-vocational programs for adults with developmental disabilities. DSI Management operates three 64-bed Intermediate Care Facilities for the Developmentally Disabled: Howell Branch Court, Washington Square and Lake View Court for the non-profit organization, Central Florida Communities, Inc.; Central Florida Group Homes, L.L.C. consists of six-bed Group Homes in Central Florida for people who have Developmental Disabilities. These homes are also managed by DSI Management. The central office located in Winter Park includes Administrative, Contracting, Financial Analysis, Accounting, Personnel and Training departments. Interim of Central Florida provides Home Healthcare in a multi-county area of Central Florida.
/ Central Florida Communities, Inc.DSI
Management, L.L.C.
3/82 / SERVICES FOR
PERSONS WITH
DEVELOPMENTAL
DISABILITIES / HOWELL BRANCH COURT
ICF/DD 7/82
Washington Square
icf/dd 1/83
Lake View CourT
ICF/DD 2/83
CENTRAL FLORIDA
GROUP HOMES, L.L.C.
Six-Bed Group Homes 6/98
Central Florida
Contract Industries
Day Services 4/91
East Coast
Contract Industries
Day Services 7/97
SERVICES FOR
THE ELDERLY / LISENBY ON LAKE CAROLINE
SNF & ALF 1/85
Lakeview Terrace
Retirement Community
CCRC 3/86
LAKEVIEW TERRACE
HEALTH CARE CENTER
SNF & ALF 3/86
/ LAKEVIEW TERRACE HOME HEALTH SERVICES 03/07
/ COMMUNITY SUPPORTS, INC.
/ INTERIM OF CENTRAL FLORIDA, L.L.C. 09/07
Throughout this handbook the terms "organization" and "company" pertain to DSI Management, L.L.C. and the facilities and programs it manages, inclusively.
We want you to be happy working here. That's one reason we provide good pay, good benefits and good working conditions. However, we should all understand that employment with our organization is not offered, guaranteed, contracted or promised for any specific length of time. You have the right to leave our organization at any time and the organization has the right to terminate the employment relationship at any time. This is our "employment at will" policy and is just good business practice for everyone.
The policies described in this employee handbook are not conditions of employment and the language is not intended to create a contract between the organization and its employees.
DSI MANAGEMENT, L.L.C.
TABLE OF CONTENTS
PAGE
MISSION STATEMENT...... 2
WELCOME...... 3
WORKING PHILOSOPHY...... 5
Employee Relations...... 5
Staff...... 5
Individuals We Serve...... 5
EMPLOYMENT POLICIES AND PROCEDURES...... 6
Equal Employment Opportunity...... 6
Policy Against Harassment...... 6
Employee Selection...... 7
Social Security Numbers...... 7
Employment of Relatives...... 8
The First Ninety Days...... 9
Guidelines For Layoff And Recall...... 9
Resignations...... 9
Terminations...... 10
How To Handle Complaints And Grievances...... 10
Settlements: Informal And Formal...... 11
Procedural Steps For Grievance Processing...... 11
Level I (First Line Supervisor)...... 11
Level II (Administrator/Director)...... 11
Level III (Board of Directors)...... 12
Emergency Conditions...... 13
Job Duties & Responsibilities...... 13
Performance Reviews...... 13
Employee Classifications...... 14
Disabilities And Medical Conditions...... 14
Employee Search Policy...... 15
Mileage Reimbursement...... 15
Expense Reimbursement...... 15
Orientation And Training...... 16
Ethics...... 16
Financial Fraud...... 17
Workplace Violence...... 18
HOURS OF WORK AND PAY...... 19
Work Schedule...... 19
Meal Periods...... 19
Time Records...... 19
Your Payroll Deduction...... 20
Compensation Policy...... 20
Promotions And Job Changes...... 21
PAGE
Loans And Advances...... 21
EMPLOYEE RESPONSIBILITIES...... 22
Attendance...... 22
Confidential Information...... 23
Care Of Equipment...... 23
Good Housekeeping...... 23
Dress Code...... 24
Smoking...... 24
Telephone...... 24
Solicitation...... 24
Removal Of Documents...... 25
Accidents...... 25
Authority To Enter Contracts...... 25
Drugs And Alcohol In The Workplace...... 25
Outside Work And Side Jobs...... 26
Physical Examination...... 26
Safety Rules...... 26
Unauthorized Visitors...... 27
EMPLOYEE BENEFITS...... 28
Employee Benefits...... 28
Paid Time Off...... 28
Unpaid Time Off...... 29
Leave Of Absence...... 29
Domestic Violence Leave...... 30
Military Family Leave...... 31
Military Service Leave For Active Duty...... 31
Military Reserve Or National Guard Training Leaves...... 32
Voting Time...... 32
Group Benefits...... 32
Social Security Insurance Benefits And Payments...... 7
Workers' Compensation...... 33
Insurance Against Unemployment...... 33
Jury Duty...... 34
Credit Union...... 34
COMMUNICATIONS...... 35
Personnel Record...... 35
Bulletin Boards...... 35
Supervisors...... 35
Booklets And Letters...... 36
RULES TO WORK BY...... 37
Rules to Work By...... 37
Improper Conduct...... 37
SUMMARY AND CLOSING WORDS...... 37
D
MANAGEMENT, L.L.C.
MISSION STATEMENT
To promote physical and emotional health
and well-being;
To enable each individual to live as
independently and with as much
control and autonomy as possible;
To maintain an
environment and service delivery system which offers dignity, companionship,
contentment and joy.
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WELCOME
We're pleased to present you with this copy of your Personnel Policy Handbook. This handbook has been designed to help you know the organization better. Whether you have been with us for a short time or for many years, we want you to know that we appreciate the contribution you are making to the continued success of the organization. In return for your loyalty and cooperation, we believe that it is our responsibility to keep you accurately informed of our policies and procedures. This handbook is a summary of the principles for which we stand, the benefits available to employees and the obligations and responsibilities you assume as an employee.
As the organization grows we want you to grow with it. You and your job are important to our organization because we are all working toward a common goal of building a stronger and better organization in which to work.
We don't intend for any rule or policy to cause an undue hardship for anyone. We set them forth in this handbook simply to let you know what to expect from the organization and what we expect from you. These policies are not unchangeable, but will remain in effect unless changes are considered necessary because of general economic conditions or because of conditions pertaining to our particular industry. Management reserves the right to make personnel policy changes when, in the opinion of management, those changes are in the best interest of the organization. Management also reserves the right to interpret policy and make policy decisions.
Please read your handbook carefully and keep it for future reference. If you have any questions concerning the policies or benefits outlined in this handbook, please ask your supervisor about them. He or she will be glad to help you.
It is a pleasure to welcome new employees and to extend best wishes for continued success to those who have become a part of the growth and progress of the organization. We are proud to have you as a member of our team.
Sincerely,
Terry W. Bangs, Ph.D.
ChiefExecutive Officer
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WORKING PHILOSOPHY
EMPLOYEE RELATIONS
We recognize your value to the organization. The organization's success depends on you.
With this in mind, we have developed the following employee relations policy:
We believe in:
1.Treating each employee as an individual. Your rights are respected with courtesy, dignity and consideration;
2.The value of cooperative, well trained, efficient and loyal people working together for the benefit of each other and the organization;
3.Providing fair wages and good working conditions;
4.Frank and open discussion of any problems and/or misunderstandings; and
5.Promotions on the basis of merit and ability, with preference given those with greater length of service if all other factors are equal.
STAFF
Services to residents are to be provided in a friendly yet professional manner. This makes our organization strong. A progressive and professional organization can offer satisfaction to its employees ─ good pay, good benefits and good working conditions.
The loyalty and good work performance of employees have been tremendous factors in the success of the organization. It is our hope that our association with you will be satisfying and rewarding and that you will strive daily to improve your position within the organization.
INDIVIDUALS WE SERVE
Our primary goal is to provide excellent care and services to each individual through clean and attractive facilities, quality programs and a caring and well-trained staff. Everything we do is dedicated to achieving this primary goal.
We have everything to gain by being courteous, neat, friendly and helpful, and everything to lose by being discourteous and unfriendly.
No matter what work you perform within our organization, it is important and vital to our basic objective of providing the best in quality individual care to those people for whom we are responsible.
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EMPLOYMENT POLICIES AND PROCEDURES
EQUAL EMPLOYMENT OPPORTUNITY
It is the policy of the organization to grant equal employment opportunities to all qualified persons without regard to race, creed, color, sex, religion, age, national origin, physical or mental handicap, disability, veteran's status, marital status, genetic information or citizenship status. This policy includes providing reasonable accommodations to qualified applicants and employees with known physical or mental disabilities.
To deny a qualified person the chance to contribute to our effort because he or she is a member of a minority group or has a disability is unfair to everyone. It is our intent and desire to provide equal opportunities in employment, promotion, wages, benefits and all other privileges, terms and conditions of employment. This policy has the support of the highest levels of our management team.
POLICY AGAINST HARASSMENT
We are committed to providing a work environment that is free of discrimination. In keeping with this commitment, we maintain a strict policy prohibiting any kind of unlawful harassment including racial, sexual, ethnic or religious harassment. This policy prohibits harassment in any form, such as verbal, physical and visual harassment.
Examples of sexually harassing conduct include:
1.Unwelcome sexual flirtations, advances or propositions;
2.Verbal abuse of a sexual nature;
3.Graphic verbal comments about an individual's body;
4.Sexually degrading words used to describe an individual; and
5.The display in the work place of sexually suggestive objects or pictures.
If you believe you have been harassed by a visitor, co-worker, supervisor, resident or agent of the organization, you should promptly report the facts of the incident or incidents and the names of the individuals involved to your supervisor or to a member of management.
Supervisors will make every effort to ensure that complaints of harassment are resolved promptly and effectively. If you are not satisfied with the action taken by your supervisor, your supervisor will advise you to bring the complaint to the attention of the Human Resources Department. The complaint will be investigated by the Human Resources Department and you will be advised of the findings and conclusion.
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All actions taken to resolve complaints of harassment through internal investigations shall, to the extent possible, be conducted confidentially. Any supervisor or other employee who is found, after appropriate investigation, to have engaged in harassment of another employee will be subject to appropriate sanctions depending on the circumstances, up to and including termination.
If you have any questions concerning this policy, please feel free to contact our Human Resources Department at 4076453211 extension 1144.
EMPLOYEE SELECTION
The organization's high-quality services, continued growth and your job satisfaction depend, to a large degree, upon the quality of staff employed. This is why we carefully select our employees through a written application, careful interviewing, reference checking and other employment testing. In addition, we reserve the right to request investigative reports on any employee or applicant, including law enforcement and abuse records, as well as credit information.
Falsifying your application or references may result in your immediate discharge.
Also, we are committed to hiring only authorized workers. You will be asked to provide documents which verify both your identity and authorization to work in this country. Both you and a representative of the organization will sign the Federal I-9 form.
Applicants applying for positions which have direct contact with residents are required to pass a series of screening and background tests pursuant to The Department of Children and Families regulations and requirements. These tests may include fingerprinting, criminal background checks, abuse registry checks, physical exams, laboratory tests, drug tests and others. All pre- and post- employment screening tests will be administered in accordance with company policy and State and Federal regulations.
Our purpose is to find employees who want to do a good job. We need people who can carry on the work of our organization and who find themselves at home here. After all available information was carefully considered and evaluated, we selected you to become a member of our team. We look forward to a satisfying and rewarding relationship and we will always appreciate your loyalty and good work.
SOCIAL SECURITY NUMBERS
Social Security Numbers are required upon employment for the purpose of reporting Social Security tax withholding to the Federal Government. In addition, Social Security numbers are collected to report newly hired employees to the State of Florida, completion of the I-9 form and investigatory background checks.
EMPLOYMENT OF RELATIVES
As a matter of policy, employment of relatives of current employees is permitted under certain circumstances. However, you will not be permitted to work in the same department or under direct or indirect supervision of an immediate family member (parent, child, sibling, spouse or domestic partner) nor may that relative be employed in a Payroll, Accounting or Human Resources function.
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THE FIRST NINETY DAYS
We consider the first ninety (90) days that you work for us a probationary period. It gives us an opportunity to find out whether your work, your attitude and your attendance measure up to our standards of performance, and it gives you the opportunity to see if you will enjoy working here. At the discretion of management, the probationary period may be extended for up to an additional ninety (90) days.
At any time during this period, you may decide to resign without stating a reason or you may be released by the organization on the same basis. We think that this policy is a fair one in that each of us will have this period of time to adapt to our working relationship. Also, our employment "at will" policy will remain in effect during the entire course of your employment, even after the probationary period has been completed.
Work performance is normally evaluated before the end of the probationary period. If there are parts of your work performance which need to change, they will be pointed out to you. You will also be told where you are doing a good job.
Experience is the best teacher in our business. We will help you perform your job the right way by providing proper instructions. Your supervisor is an experienced employee who will give you every opportunity to learn the best ways to do your work. If you have difficulties or problems, please talk them over with your supervisor, who is always willing to help.
GUIDELINES FOR LAYOFF AND RECALL
If economic or business conditions create a situation which makes it necessary to cut back our work force, each job will be carefully evaluated along with each employee's work record. Qualifications, past performance, merit, length of service and other job-related factors will be the guidelines upon which such decisions are made.
The organization does not have a specific recall policy. Should positions become available in the future, employees who were laid off may apply and will be considered along with any other applicants.
RESIGNATIONS
Sometimes, personal matters or other reasons force you to change jobs. In such a case, you must provide at least two (2) weeks' written notice (four [4] weeks in the case of supervisory or professional staff and the Retirement Counselor position). This will allow enough time to adjust working schedules and secure a replacement. Also, advance notice reflects favorably on employment records and will be noted in personnel files.