HRR m01b
Facility
Employee Handbook Part One
**Refer to Employee Handbook Part 2 –which provides specifics needed for the facility you will be assigned to.
R:\Human Resources\Employee Handbooks and Orientation check lists\Facility Emp Hbks Part 1 & 2\HRR m01b - AdvoCare MASTER Employee Handbook Part 1.doc / Approved by: PGReleased by: NS
Release Date: 15/07/2011
Page 28 of 65
TABLE OF CONTENTS
1 AdvoCare MISSION & Core Values 5
1.1 Mission Statement 5
1.2 Core Values 5
1.3 Philosophy of care 5
2 WELCOME 6
3 ORGANIZATIONAL CHART 7
4 YOUR ROLE WITH ADVOCARE HEALTH SERVICES 8
4.1 Partnerships/Communication with Facility Operators 8
4.2 Facility and Licensing Requirements 8
4.3 Working Together As a Community 8
4.4 Staffing Structure 8
5.1 Role & Responsibility 9
5.2 Quality Improvement Plan Framework 10
6 ADVOCARE OFFICE INFORMATION 10
6.1 AdvoCare Corporate Office Address 10
6.2 Facility to Which You Are Assigned 10
6.4 Access Codes 10
7 POLICY CHANGES/UPDATES & TEAM COMMUNICATION 11
7.1 After Hour Mailbox Drop Box and access to documents 11
7.2 Team Communication 11
8 EMPLOYEE DEVELOPMENT 12
8.1 Opportunities for Continuing Education 12
9 ETHICAL STANDARDS/CONFLICT OF INTEREST 12
9.1 Ethical Standards/Conflict of Interest 12
10 EQUAL EMPLOYMENT OPPORTUNITY 12
11 HARASSMENT 12
11.1 General Harassment 13
11.2 Sexual Harassment 13
11.3 Who This Policy Applies To 13
11.4 Dealing with Complaints regarding Harassment and related matters 13
12 RESPECT IN THE WORKPLACE 14
12.1 Abuse 14
12.2 Challenge or Complaint Resolution Procedure 14
13 ASSIGNMENT MODEL 14
14 INTRODUCTIONS and RESIDENT IDENTIFICATION 14
14.1 Memo regarding Resident Day, Family Day, Evening and Night Stories 15
15 REGARDING BRINGING PETS OR CHILDREN or OTHERS TO THE WORKPLACE 15
16 MEAL BREAKS 15
16.1 Use of Facility Items On Meal Breaks 16
17 PUNCTUALITY & LEAVING ASSIGNMENTS EARLY & ATTENDANCE 16
18 PAYROLL/SCHEDULING 16
18.1 Earnings & Payroll Deductions 16
18.2 Benefit Plan Entitlement for Casual Staff 18
18.3 Vacation Pay 18
18.4 Garnishment of Wages 18
18.5 BioMetric Time Clock 18
18.6 Record of Employment (ROE) 18
19 SCHEDULING 19
19.1 Availability & Outside Employment 19
19.2 Vacations & Statutory Holidays 19
19.3 Leave of Absence 19
19.4 Bereavement Leave 19
19.5 Returning Calls to Scheduling 19
19.6 Casual Requirements 20
19.7 Working at Night 20
19.8 Accommodating Needs of Staff 20
19.9 Shift Swaps 20
20 WARNING, SUSPENSION AND DISCHARGE 20
20.1 Unacceptable Job Performance & Disciplinary Action 20
20.2 Unacceptable Behavior (Refer as well to – Code of Professional Conduct HRC f06a) 20
20.3 Staff is expected to be: 21
20.4 Professional Image (See also policy HRC 03 Dress Code) and, Code of Professional Conduct
which is signed during Employee Information Session) 22
20.5 Absenteeism, Tardiness and Sick time 23
20.6 Physicians Document and Absenteeism 23
20.7 Annual Flu Vaccination 23
20.8 Gift policy 23
20.9 Smoking 24
20.10 Protection of Company, Contract Partner, Employee & Resident Property and Living and
Working Areas. 24
21 EVALUATION PERIOD & PREFORMANCE REVIEWS 25
21.1 Accomplishment Reviews 25
21.2 Terminations 25
22 TELEPHONE USE and CALL BELL SYSTEMS 25
22.1 Portable Work Phones/Call Bell System/Door Alarms 25
22.2 Use of personal phones or other communication devices while at work 26
22.2a Computers 26
23 SOLICITATIONS & DISTRIBUTIONS 26
24 ADVOCARE PRIVACY POLICY 27
25 CONFIDENTIALITY GUIDELINES 27
26 “PRIDE IN CARING” OUR TRADEMARK Logo! 27
27 RISK MANAGEMENT & QUALITY ASSURANCE 27
27.1 Emergency Readiness Plan 27
27.2 CQI (Continuous Quality Improvement) & Risk Management 28
27.2a Injury Management Program 28
27.3 Right to Refuse Unsafe Work and, Safety considerations for those working alone or at
night. 28
27.4 Roles and Responsibilities 29
27.5 Infection Control Practices 29
28 Universal Fall Precautions 31
29 Keeping Safe from Falls- 3 Easy Questions 32
30 WORKPLACE HAZARDOUS MATERIAL SYSTEM (WHMIS) 33
30.1 Purpose of WHMIS 33
30.2 MSDS 34
30.3 The Nine categories of Information of MSDS 34
30.4 Supplier Responsibilities 35
30.5 Employer Responsibilities 35
30.6 Worker Responsibilities 35
30.7 Classification of Hazardous Material 35
31 SYMBOLS & LABEL WHMIS LOGO & SYMBOLS 36
31.1 WHMIS Logo 36
31.2 WHMIS HAZARAD SYMBOLS 36
32 GENERAL DOCUMENTATION GUIDE 37
33 MEAL PLANNING, DELIVERY & SUPPORT OF LIBERALIZED NUTRITION 38
34 Observation Memo For Program Area 41
35 POLICY: Abuse Free Environment 42
36 POLICY: Non Restraint/Restraint Considerations 45
37 POLICY: Preventing Violence In The Workplace 49
38. Policy: First Aid 56
39 Residents’ Bill of Rights 57
40.Policy: Approved Abbreviations 59
1 AdvoCare MISSION & Core Values
1.1 Mission Statement
AdvoCare Health Services takes “PRIDE IN CARING” for the residents we support, our partners, employees and the community we serve.
1.2 Core Values
· We honour residents’ choice and right to self-determination through the provision of client focused care, support services, leisure and recreation programs
· We support Residents to pursue interests and participate in social and recreational activities. These activities serve to enhance ones dignity and support independence while encouraging continued involvement within our community
· We strive to maintain a culture of safety in all that we do, while honouring Residents’ autonomy
· We support work environments that attract and retain staff members who share our commitment for care excellence and for a respectful, dynamic work places
· We support lifelong learning in all disciplines We take pride in the development and sharing of leading health care practices
· We maintain an awareness of ethical dilemmas and resolutions as they relate to emerging social, cultural and clinical considerations
· We are committed to promoting and maintaining optimal health and wellness for our residents and employees
· We celebrate diversity
· We realize significant synergies as a result of positive collaboration within our departments, and with our communities and partnerships
· We recognize the intrinsic values in balancing goals with strategic growth
· AdvoCare is recognized for its ability to integrate the values, policies and processes shared by its contract partners, health authorities and accreditation stakeholders
1.3 Philosophy of care
Our philosophy of care is one which is client/resident/tenant focused, celebrating the unique history, interest and preferred lifestyle of each resident and, the needs of our contract partners. We strive to create family units with one to one care giving by staff who know the clients well and whom the clients recognize as part of their “family” of caregivers.
2 WELCOME
You have been selected to join the AdvoCare Health Services team (hereafter to refer to as the company) because we believe that you are a caring and effective person. We have always emphasized that outstanding people are the key to our success. Through the efforts of our staff since 1991, we have become a leader in the province for support to clients and their families.
This Handbook has been developed to answer some of the questions you may have about our company, our philosophies, policies and expectations. Please keep this handbook in a secure location for your future reference and to add updated policies to. Thank you for taking this first step in knowing your company. A rewarding and challenging experience awaits you. May you experience both personal and professional satisfaction as a member of our team.
Please note that most of our worksites are unionized and where they are not, AdvoCare strives to provide the same benefits as other employees receive. In unionized sites, AdvoCare Health Services has made available in the staff area, a union bulletin board where you can access regular updates from the Union. Contact names and numbers of your representatives are posted there as well. Please review on regular basis and contact union reps. as required. All staff is reminded of the availability of support agencies such as the Labor Board should one want to consult with them regarding worker rights etc.
Please note that we are often asked to provide care services through a contract agreement with our companies. In such instances, you will be adhering to AdvoCare’s policies and agreements of hire but may also be oriented to the policies and procedures of our contract partners. We make every attempt to understand and adhere to the philosophy of the care home (facility) in which we may be assigned. Please don’t hesitate to ask for any support or clarification you may need at any time.
Welcome!
John T. Manton
President
3 ORGANIZATIONAL CHART
4 YOUR ROLE WITH ADVOCARE HEALTH SERVICES
4.1 Partnerships/Communication with Facility Operators
Systems, policies and procedures, have been created and nurtured over the years and are a result of vast and diverse experience and resources. Systems are in place to ensure consistent, quality care and are reviewed and adapted in anticipation of or response to changes in health care and licensing requirements. Our goal is to promote, maintain and advance a ‘total quality culture’ in which the collective organization continually examines ways to improve upon its service delivery. You are required to review and maintain awareness of internal procedures and uphold the principles of their culture of safety which includes a commitment to resident safety at all times. Please contribute suggestions during your staff reviews, on observation memos, responding to staff surveys as well as relaying concerns or suggestions to your Program Manager or, a company representative. For emerging or urgent resident care or safety concerns, report to the nurse in charge at the time.
4.2 Facility and Licensing Requirements
AdvoCare Health Services, as a contracting agency and subsequently you, as our employee, work within AdvoCare policies as well as the guidelines and policies established by our contract partner(s), the health authorities and licensing requirements which includes audits of staff competencies reflected in your employee agreement which are conditions of hire and must be maintained by the employee. This includes keeping the employer aware of any emerging factors which may restrict your ability to work in compliance with governing rules such as criminal record clearances, TB status etc.
The Administrator/DOC or nurse representative of the operator maintains authority and responsibility for ensuring care and support services (housekeeping/laundry and dietary) provided is in accordance their corporate mandate as well as licensing requirements and best practices. You may receive direction which may include redirection and/or a reminder of what policy guidelines are from one of the above or, a team leader assigned by AdvoCare Health Services. As needed, the team leader may supply additional guidance to the employee while on assignment. The team leader or a representative from the facility will relay outstanding issues to the Program Manager or Program Coordinator. AdvoCare will assume responsibility for subsequent investigation, coaching etc.
4.3 Working Together As a Community
There will be ongoing collaboration with the Administrator (aka Site Leader) and clinical/leadership team of the facility regarding how to best meet the needs of the resident population. AdvoCare remains mindful that ultimately the Operator/Clinical Advisor/Clinical Team of the contract partner holds ultimate responsibility for the license of the home and defers accordingly. The focus of the care will be centered on the resident – their needs, preferences, and their day. There will be ongoing collaboration with multiple community partners who may include representatives from the health authority, licensing officers, the primary physician of the facility, trustees’ office, volunteer groups, resident council, AdvoCare employees, facility employees etc.
4.4 Staffing Structure
In homes each department is staffed by AdvoCare or only some departments though all staff works as a team. Non-AdvoCare management or nursing personnel retain the right and responsibility, per licensing; to remove any employee (ours or their own) from work duties should they feel an employee’s actions may be harmful to the resident(s) or the reputation of the facility. In such instances, the employee would be asked to leave the unit and proceed to an agreed upon location (depending on situation this may be the staff area or their own home). If an AdvoCare representative is available at the time, they would be contacted to meet with the person issuing the concern as well as the AdvoCare employee. If not available, the facility staff will contact an AdvoCare Manager who will then respond. All parties involved will be required to document what events took place and such documentation will be forwarded to the HR representative at AdvoCare. Progressive disciplinary action, should it be indicated, will be addressed by the HR dept. The union will be advised, in writing, of such events and staff who wish, may have a union steward present during any disciplinary meetings. Outcomes and resolutions will be relayed, in writing, to the facility administrator and agreement sought to minimize reoccurrence. Subsequent reporting to licensing are generally at the discretion of the operator of the home.
AdvoCare Health Services retains the right to reassign staff to an alternate area, facility or home within a reasonable geographical distance as required. Should staff be required to travel from one location to another during their shift, travel times and costs will be compensated as per the Collective Agreement. Staff may be called on to provide care in primary or relatedroles however, will not be paid less for their work than that of the primary role. Staff may be reassigned to other roles or aspect of roles as required to meet operational demands. Staff is advised that reassignment within the home or program area is permitted at the direction of an AdvoCare representative and/or nurse for that home or area. Refusal to be reassigned is a serious infraction which triggers disciplinary action.
5 CONTINUOUS QUALITY IMPROVEMENT
5.1 Role & Responsibility
CQI (continuous quality improvement) is a foundation of our company’s operations and employees have a role in this process. Your observations about any changes in the resident’s status are very important. Be sure to report and document such observations in the communication binder as they are noted. Staff is to report noteworthy changes of a resident’s status and any urgent matters to the nurse in charge in accordance with our profession’s duty to report. Update Resident Days (may be referred to as “My Day, My Story” or similar variation) so they reflect the residents’ current needs and preferences. As well, record any concerns you may note regarding equipment or the environment in the maintenance binder. Where it appears a matter should be reviewed by the OH&S committee and/or an AdvoCare Manager, also record on the Observation Memos provided and place in the AdvoCare office mailbox. You are a valuable member of the team and where possible, will be included in client care conferences and other planning session.