2. Fergus Falls Location
123 ABC St.
Fergus Falls, MN 56537
218-555-5555
INTRODUCTION:
This employee handbook belongs to Christine’s Place Inc. It is the sole
responsibility of Administration to modify and/or make changes and additions to this
handbook. Administration will communicate changes by official channels of
communication. A current “Handbook” will be stored at the front desk of every
Christine’s Place location. Employees should consult the Human Resource Director about
any questions not answered in the handbook. This handbook does not constitute a
contract or a promise of employment. Employees may resign their employment at any
time for any reason or for no reason. Christine’s Place Inc. reserves the same rights.
Nothing in this informal handbook shall be in conflict with, nor to aggregate, nor modify
in anyway the Employment-at-will status of employees.
The administration is solely responsible for the management and direction of its
employees. The responsibility includes, but is not limited to the right to hire; to determine
the quality and quantity of work performed; to determine the number of employees to be
employed; to lay off employees; to assign and delegate work; to enter into contracts for
efficiency; to require observance of facility rules, regulations and policies; to schedule
equipment to be utilized and the type of service to be provided;; and to change, modify,
or discontinue existing methods of service and equipment to be used or provided.
The presentation of this handbook makes null and void all other literature distributed on
these subjects prior to May 2015.
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3. Table of Contents: PAGE #
Introduction 2
Equal Employment Opportunity Policy 4
Definitions 6
Anti-Harassment Policy 8
Testing Policy/Consent Form 10
Physical Exam Policy/Consent Form 11
Tobacco Policy 12
Qualifying Work Week 12
Full Time/Part Time Employment 12
Casual Employment 12
Breaks 13
Voting 13
Family Medical Leave 13
Funeral Leave 15
Pay Periods/Checks 16
Overtime 16
Call-In Pay 16
Performance Appraisals 17
Disciplinary Statement 17
Employment at Will Statement/Consent Form 19
Resignation Summary 20
Final Pay 20
Technology Policy 20
Prohibited Technology Activity 21
Computer Resources Policy 21
Outside Employment Policy 22
Time Off Policy 22
Paid Time Off/Accrual of PTO 23
Employee Benefits 24
Dress Code 27
Safety and Accident Reporting 28
Security 29
Disability Accommodations 29
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4. Equal Employment Opportunity Policy
This is to affirm that Christine’s Company policy is to provide Equal Opportunity to all
employees and applicants for employment in accordance with applicable Equal
Employment Opportunity and Affirmative Action laws, directives and regulations of
Federal, State and Local governing bodies or agencies there of.
Our organization will not discriminate against any employee or applicant for employment
because of race, color, creed, religion, national origin, sex, sexual orientation, disability,
age, marital status, membership or activity in a local human rights commission, or status
with regard to public assistance.
We will take Affirmative Action to ensure that all employment practices are free of such
discrimination. Such employment practices include, but are not limited to, the following:
hiring, upgrading, demotion, transfer, recruitment or recruitment advertising, selection,
layoff, disciplinary action, termination, rates of pay or other forms of compensation, and
selection for training, including apprenticeship. We will provide reasonable
accommodation to applicants and employees with disabilities.
Christine’s Place will evaluate the performance of its management and supervisory
personnel on the basis of their involvement in achieving these Affirmative Action
objectives as well as other established criteria. In addition, all other employees are
expected to perform their job responsibilities in a manner that supports equal employment
opportunity for all. Any employee of this organization, or subcontractor to this employer,
who does not comply with Equal Employment Opportunity Policies and Procedures as set
forth in this Statement and Plan will be subject to disciplinary action. Any subcontractor
not complying with all applicable Equal Employment Opportunity/Affirmative Action
laws, directives and regulations of the Federal, State and Local governing bodies or
agencies there of, will be subject to appropriate legal sanctions.
If any employee or applicant for employment believes he or she has been treated in a way
that violates this policy, they should contact either, EEO Manager Jane Doe 123 ABC St.
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5. Fergus Falls, MN 56537, phone (218) 555-5555, or any other representative of
management. Responsible parties will investigate allegations of discrimination or
harassment as confidentially and promptly as possible, and we will take appropriate
action in response to these investigations
_____________________________________________ 2/19/2015
Christine Cooper, COO
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6. DEFINITIONS
The following standardized terms and definitions will be interpreted as indicated:
• Employees: All persons who receive wages or salaries through Christine’s Place
payroll.
• Full-time employees: Employees who work a minimum of 30 hour per week or
more and agrees to be available and work according to the needs of the facility at
least 60 hours per two-week pay period. In order to be granted full time status, the
facility must have enough hours available for the employee to be scheduled 60 or
more hours per two-week pay. Full time employees are eligible for full time
benefits as stated in the Benefits section of this manual.
• Part-time employees: Employees who work less than 30 hours per week or 60
hours per two-week pay period. Regular part-time employees are eligible for
limited employment benefits, as specified in the benefits section of this manual,
except where part-time employment exceeds hours during an anniversary year and
where the Employee Retirement Income Security Act (ERISA) or other legal
requirements prevail.
• Nonexempt employees: Employees who are subject to all provisions of the Fair
Labor Standards Act (FLSA) as amended. These employees receive overtime pay
for hours worked beyond 40 hours in any workweek at one and a half times their
regular hourly rate.
• Exempt employees: Executive, professional, administrative, outside sales and
some computer professional employees who are excluded from the overtime
provisions of the FLSA as amended. These employees do not receive overtime
pay for hours worked beyond 40 hours in any workweek.
• Unpaid interns: Students who contribute work hours to Christine’s Place in
exchange for academic credit and learning opportunities in compliance with the
FLSA. Such individuals are not eligible for any compensation or employment
benefits. Unpaid interns are not “employees” under this definition.
NOTICE OF EMPLOYEE RIGHT TO REVIEW PERSONNEL RECORD
This Notice of Rights is provided to all new hires and current employees:
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7. Personnel Record: Christine’s Place Inc. maintains a personnel record on each
employee, which may include: the employee’s application for employment, wage or
salary history, notices of personnel action, authorizations for payroll deductions,
fringe benefit information, leave of absence records, salary history, job titles, dates of
promotions, transfers, and other changes, attendance records, performance
evaluations, and retirement records. Personnel records are the property of Christine’s
Place Inc.
Right to Review Personnel Record: Employees may review their personnel record
as defined by Minnesota law upon submitting a written request to the Human
Resources Department. Employees may review their personnel record once each six
months during their employment. Upon separation of service, former employees may
review their personnel record once each year after separation for as long as the
company maintains the record. A copy of the employee’s personnel record may also
be requested and given to the employee free of charge.
Right to Dispute Information and Resolution of Dispute: If an employee disputes
specific information in his or her personnel record, the company and the employee
may agree to remove or revise the disputed information, If an agreement is not
reached, the employee may submit a written statement of no more than 5 pages
specifically identifying the disputed information and explaining the employee’s
position. The company will include the position statement in the employee’s
personnel record. The company will also provide the position statement to any other
person who receives a copy of the disputed information for the company after the
position statement is submitted.
No Retaliation: Christine’s Place will not retaliate against any employees for
asserting his or her rights or remedies with respect to his or her personnel file.
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8. ANTI-HARASSMENT POLICY:
As a part of our commitment to equal opportunity, all employees of Christine’s Place are
required to follow the anti-harassment policy. Any employee who engages in harassment
on the basis of race, color, creed, religion, national origin, sex, sexual orientation, marital
status, status with regard to public assistance, membership or activity in a local human
rights commission, disability, age, or other legally protected characteristics; any
employee who permits employees under his or her supervision to engage in such
harassment; or any employee who retaliates or permits retaliation against an employee
who reports such harassment, is guilty of misconduct and shall be subject to corrective
action which may include the imposition of discipline or termination of employment.
Examples of harassment may include derogatory comments regarding a person’s race,
color, religion, or other protected characteristics, sexually explicit or other offensive
images (whether printed or displayed on a computer), and jokes that are based on
stereotypes of particular races, sexual orientations, ages, religions, or other protected
characteristics.
Sexual Harassment is prohibited and includes any unwelcome sexual advance, request
for sexual favor and other verbal or physical conduct of a sexual nature when:
• Submission to such conduct is made, either explicitly or implicitly, as a term or
condition of employment;
• Submission to or rejection of such conduct is used as a factor in any employment
decision affecting any individual; or
• Such conduct has the purpose or effect of unreasonable interfering with any
employee’s work performance or creating an intimidating, hostile or offensive
work environment.
Given the difficulty of judging whether the conduct is welcome or unwelcome in
particular situations, the company prohibits all employees from engaging in any conduct
of a sexual nature or amounting to harassment based on any protected category in the
work setting.
This policy applies to everyone and no retaliation or intimidation directed towards
anyone who makes a complaint will be tolerated.
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9. If you believe you have been a victim of harassment, discuss the matter with your
supervisor, HR Manager, or any other member of management staff you feel comfortable
with. The company will investigate and attempt to resolve your complaint promptly.
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10. TESTING POLICY/CONSENT FORM:
Required testing for all Christine’s Place employees:
• Pre-employment: All applicants must pass a drug test before beginning work
or receiving an offer of employment. Refusal to submit to testing will result in
disqualification of further employment consideration.
• Reasonable suspicion: Employees are subject to testing based on all
observations of apparent workplace drug or alcohol usage.
• Random Testing: Random testing will be done for all employees of
Christine’s Place with no warning. Employees will agree to submit to drug or
alcohol testing at any time within their employment.
• Post-accident: Employees are subject to testing when they cause or contribute
to accidents that seriously damage vehicles, machinery, equipment or
property, or if the employee hurts themselves or a coworker while on shift. In
any of these instances, the investigation and subsequent testing will take place
within two hours following the accident, if not sooner.
• Employees who fail a drug or alcohol test will be immediately dismissed
from employment at Christine’s Place Inc.
Employee Name Date
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11. PHYSICAL EXAM POLICY/CONSENT FORM:
Successful applicants for employment may be required, as a condition of employment, to
take a medical examination to establish their fitness to perform the jobs for which they
have applied without endangering the health and safety of themselves or others. If
management determines that an examination is appropriate to a particular position, all
applicants for the job to whom a conditional offer of employment has been made will be
examined by a Registered Licensed Nurse on Staff.
Employees may be required to have a medical examination on other occasions when the
examination is job-related and consistent with business necessity. For example, a medical
examination may be required when an employee is exposed to toxic or unhealthful
conditions, requests an accommodation for a particular disability, or has a questionable
ability to perform essential job functions due to a medical condition.
Requirements for positions include but are not limited to:
• Must be able to lift at least 50 lbs in a full upright standing position.
• Must be able to stoop or bend.
• Must be able to stand or walk for a full 8 hour shift.
• Employees must go through the Proper Lift Training as explained by the nurse at
the time of the medical examination.
Employee Name Date
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12. TOBACCO USE
• All facilities are tobacco free. No smoking or chewing of tobacco allowed on
the premises.
• Employees may use tobacco products in private automobiles during unpaid
meal breaks only.
• Any employee smelling of tobacco smoke will be sent home to change or sent
home for the day, depending on number of occurrences.
QUALIFYING WORK WEEK
The qualifying work week at Christine’s Place Inc. starts at 8:00 AM and ends at 5:00
PM, Monday thru Friday. A half and hour break will be granted to all employees who
stay over a 6 hour shift. Christine’s Place pay period starts on Monday and ends on
Friday of each week. Employees are paid bi-weekly and are able to pick up their checks
at the front desk of the Christine’s Place location where they currently work.
FULL TIME/PART TIME EMPLOYMENT
A full time employee is a regular employee who works at least 30 hours per week and
agrees to be available and work according to the needs of the facility of at least 60 hours
per two-week pay period. Full time employees qualify for benefits through Christine’s
Place Inc. (see Benefits section). Part time employees work less than 30 hours per week
but are required to work more than 16 hours per week. They do not qualify for benefits.
CASUAL EMPLOYMENT
A casual employee is an employee who is not able to meet the minimum scheduling
requirements for regular employees. Casual employees must agree to work at least one
shift in a 2 month period. Any casual employees, who do not communicate availability to
and/or respond to the scheduler, may be terminated from employment at the discretion of
the Human Resource Manager.
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13. SCHEDULED BREAKS
All employees who work longer than 6 hour shifts are required to take a ½ hour unpaid
break. Employees who work a full 8 hour shift are provided two extra paid 15 minute
breaks as well as their required unpaid half hour break. An employee who works 4 hours
or more is entitled to one 15 minute paid break.
VOTING
Christine’s Place Inc. will secure absentee ballots for all employees during a presidential
election. If employees choose to use the absentee ballots they will be located at the front
desk of all Christine’s Place locations.
FAMILY MEDICAL LEAVE (FMLA)
It is the policy of Christine’s Place Inc. to provide family and medical leave in
accordance with the federal Family and Medical Leave Act (FMLA) and state law. When
an employee’s absence qualifies under both state and federal laws, the employee will use
his or her entitlement under each law at the same time, to the extent permitted by law.
When one law’s provisions provide a greater benefit, the employee will receive the
greater benefit.
If an employee is not eligible for FMLA, uses up his/her FMLA leave, or wishes to take
leave for a purpose that does not qualify for FMLA, the employee should consult
Christine’s Place other leave policy’s to determine if the leave is available.
Christine’s Place uses a rolling 12-month measured backward from the date FMLA was
used to determine the 12-month period during which the FMLA leave is available for
reasons that quality for up to 12 work weeks of leave.
Eligibility: To be eligible for FMLA leave, an employee must have worked at least 12
months for Christine’s Place, been employed for at least 1,250 hours during the 12
months preceding the commencement of leave.
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14. Coverage: Under the FMLA, eligible employees may take up to 12 weeks of unpaid
leave in the designated 12 month period for any of the following:
• Incapacity due to pregnancy, prenatal medical care, or child birth.
• To care for the employee’s child after birth, placement from adoption or foster
care.
• To care for employee’s spouse, son/daughter, or parent, who has a
serious health condition.
• For a serious health condition that makes the employee unable to
perform his/her duties.
• Or for a qualifying exigency, as described below
Eligible employees with a spouse/son/daughter/parent on active duty or
call to active duty status in the National Guard or Reserves in support of a
contingency operation may use their 12 week leave to address certain
military events, arranging for alternative childcare, for financial and legal
arrangements, attend counseling sessions, and attend post deployment
reintegration briefings. An employee may take up to 26 weeks of unpaid
leave to care for a family member who is a covered military service
member and incurred a serious injury or illness in the line of military duty.
Or if the employee is medically unfit to perform his/her own work duties
and needs time for therapy, medical treatment, recuperation, or is on the
temporarily disabled veteran status.
Benefits and protections: During FMLA leave, the employer must maintain the
employee’s health coverage under any group health plan on the same terms as if the
employee had continued working. Upon return from FMLA leave, employees must be
restored to their original or equivalent position with the same pay, benefits, and other
employment terms. Use of FMLA leave cannot result in the loss of any employment
benefit that accrued prior to the start of an employee’s leave.
Procedures: Employees will be informed whether they are eligible under FMLA. If they
are, the company will specify any information required and explain the employees’ rights
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15. and responsibilities. If they are not eligible, the facility will provide a reason for the
ineligibility. Employees will be informed if the leave will be FMLA protected and the
amount of leave counted against the employee’s leave entitlement. If the leave is not
FMLA protected the employee will be notified of that fact.
When to request leave: When a leave is foreseeable the employee should make a request
in writing at least 30 days in advance. When a leave is not foreseeable the employee must
provide notice as soon as practicable and generally must comply with normal call-in
procedures.
Pay during leave: The employee is required to use available Paid Time Off (PTO)
during FMLA. If PTO is unavailable, the leave is unpaid.
Returning to work: All employees will be reinstated to the same job or an equivalent
position upon completion of FMLA leave. Unless requested by employee or due to doctor
orders. If the employee has exhausted all available leave and is still unable to return to
work, the employee no longer has any job restoration rights under FMLA. Each situation
will be reviewed on a case-by-case basis and will be up to the determination of the
Human Resource Manager at each Christine’s Place location. If the employee has been ill
they will require a Fitness for Duty form (that can be found in the HR office at all
locations) to be filled out by a health care professional. This form will need to be filled
out and filled within 7 days of the employees return to work.
Additional information: Termination of employment may occur if an employee fails to
return from leave at the time agreed upon (taking into consideration each individual case)
or if an employee is found to have taken leave on a fraudulent basis. If the employee does
not return to work following FMLA, the employee is required to repay the employer for
the cost of healthcare premiums paid on behalf of the employee unless the employee
cannot return to work due to a serious health condition or circumstances beyond the
employee’s control.
FUNERAL LEAVE
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16. Employees are entitled to unpaid time off to attend a funeral of an immediate family
member. Immediate family defined as the employee’s spouse, parent, child, sibling; or
the employee’s spouse’s parent, child or sibling; also the employee’s child’s spouse or
child. Employee may use Paid Time Off if it is available for all qualifying funeral leave.
PAY CHECKS
Employee pay checks are available for pick up at the Christine’s Place location that the
employee currently works. Pay checks are available for pick up on payday Friday from
11 AM to 5 PM. Employees unable to obtain their checks during the hours listed above
should enroll in direct deposit. Pay day Friday comes every other Friday; pay periods are
bi-weekly. See the Human Resource Director with any questions regarding pay periods.
Pay checks will be released to the employee only.
Direct Deposit: Direct deposit is available to all employees. Paychecks will be disbursed
to the employees’ choice of financial institution and is available at no cost to the
employee. Direct deposit must be set up with the Human Resource Director and paystubs
will be available for pick up at the same time as pay checks. Any paystubs not picked up
within a 2 month period will be mailed to the employee with the address the company has
on file. The facility reserves the right to cancel direct deposit for an employee at any time
and notifies them of this action.
CALL-IN PAY
Call-in pay, at an additional $1.50 per hour, will be paid to an employee when they
voluntarily pick up any empty shift on a day that land on a holiday. An additional $0.75
will be given to any employee who picks up the remainder of someone else’s shift or any
employee that has been mandated to stay due to shortage in staffing for that day.
OVERTIME PAY
The Fair Labor Standards Act (FLSA) states non-exempt employees shall be paid one
and one-half times their regular rate of pay for overtime worked.
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17. • Employees working under the 8 and 40 hour rule are paid overtime
after working more than 8 hours for the day or 40 hours for the week (Monday
thru Friday).
• Employees with job classifications working under the 40 hour rule are
paid overtime after working more than 40 hours for the week.
• Overtime pay will not be duplicated.
• Overtime shall be authorized by supervisor before it is worked.
Supervisor authorization shall be recorded on an Exception Sheet.
PERFORMANCE APPRAISALS
Performance appraisals are essential for the effective management and evaluation of staff.
Appraisals help develop individuals, improve organizational performance, and feed into
business planning. Formal performance appraisals will be conducted annually for all
employees. Each employee will be appraised by their immediate supervisor. The
employees’ supervisor will fill out a Performance Appraisal form and give it to the
employee within 1 month of their yearly start date. If an employee feels their appraisal
was unjust they will need to contact their Human Resource Director and an investigation
will be administered.
DISCIPLINARY STATEMENT:
Disciplinary action will be taken for poor work performance as demonstrated by:
1. Failure to perform assigned work in a satisfactory manner.
2. Non-compliance with facility policies and procedures.
3. Acts of misconduct.
4. Acts, behaviors, and attitudes that disrupt the workplace; e.g., employee to
employee conflict, creation of unsafe conditions for resident or employees,
insubordination, declaration of unwillingness to correct performance
problems.
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18. Level of disciplinary action will be determined by supervisory department managers.
Levels may be skipped based upon the scope and severity of the poor work performance,
the seriousness of the outcomes, and the ability of the employee to correct the problem.
Disciplinary Action will be cumulative. Each episode of poor performance will advance
the level of disciplinary action issued.
Successful correction of poor performance is reached when the employee has had no
disciplinary action for 12 months on any issue. Should discipline be necessary again after
the 12 months, the supervisor shall consider the employee to have no prior disciplinary
actions on their record and shall make disciplinary action level decision based upon
scope, severity and outcome.
PROCEDURE:
1. Levels of disciplinary action may include:
a. Verbal Warning
b. Written Warning
c. Suspension without pay
d. Termination
2. The Employee Disciplinary Action Notice, BMH 1003-92 may be used to
document the action and obtain signatures.
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19. EMPLOYMENT AT WILL STATEMENT:
Employment with Christine’s Place is voluntarily entered into, and you are free to resign
from your position with the company at will, at any time, with or without cause.
Similarly, the Company may terminate the employment relationship at will at any time,
with or without notice or cause, so long as there is no violation of applicable federal or
state law.
Policies set forth in this handbook are not intended to create a contract, nor are they to be
construed to constitute contractual obligations of any kind or a contract of employment
between Christine’s Place and you. The provisions of the handbook have been developed
at the discretion of management and, except for its policy of employment-at-will, may be
amended or cancelled at any time, at the Company's sole discretion.
_________________________________________________________________
Employee’s Signature Date
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20. RESIGNATION SUMMARY:
Employees wanting to resign from Christine’s Place must give a two week notice before
their ending date. At the time of departure all supplies that belong to Christine’s Place
must be turned in including name badge due to its ability to unlock employee only doors
inside the building.
FINAL PAY:
Final pay will come as the employee has gotten paid in the past. Meaning if the employee
has received their pay through direct deposit the final pay will come as a direct deposit or
a personal check will come to the facility for the employee to pick up. Pay will come as
scheduled with the company’s regular pay roll. Any checks or paystubs not picked up
within 2 weeks of resignation will be mailed to the employee with the address that the
employee provided while employed.
TECHNOLGY POLICY:
The information systems and computer resources of Christine’s Place are property of
Christine’s Place and are to be used to support legitimate business purposes of Christine’s
Place Campuses. Users are permitted access to these systems and resources solely to
assist them in performance of their jobs. Access to these systems and resources is a
privilege that may be revoked at any time.
Personal Technology Devices are not allowed to be used while working at Christine’s
Place. Phones and personal technology devices are only allowed during 15 minute and
half hour breaks in designated employee break rooms.
Campus Computers are only allowed to be used during timed in hours and only for
charting or to assist the employee in doing their job. Users understand that Chrisgtine’s
Place may use human or automated means to monitor use of its information systems and
computer resources.
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21. PROHIBITED TECHNOLOGY ACTIVITIES:
Inappropriate or unlawful material: Material that is fraudulent, harassing, embarrassing,
sexually explicit, profane, obscene, intimidating, defamatory or otherwise unlawful or
inappropriate may not be displayed on or stored in computers owned by Christine’s
Place. Such information or material may not be sent by email or other form of electronic
communication to anyone inside or outside the Christine’s Place organization. Users
encountering or receiving this kind of material from other members of the workforce
should report the incident to their supervisor or will be subject to punishment along with
the sender. After investigation remedial action may be taken including but not limited to
disciplinary action up to and including immediate termination and fines to pay for any
damage to the computers or systems.
WASTE OF COMPUTER RESOURCES:
Users may not deliberately perform acts that waste computer resources or unfairly
monopolize resources to the exclusions of others. These acts include but are not limited
to, sending mass mailing or chain letters, spending excessive amounts of time on the
Internet, playing PC games, engaging in online chat groups, printing multiple copies of
documents that do not apply to the job position description, or otherwise creating
unnecessary network traffic.
MISUSE OF SOFTWARE, Users may not:
a. Copy software for use on their home computers
b. Provide copies of software to any independent contractor, client, or any third
party
c. Install software not related to Christine’s Place information systems
d. Download any software from the Internet or other online service to any
workstation or servers owned by Christine’s Place
e. Modify, revise, transform, recast, or adapt any software file
f. Reverse engineer, disassemble, or decompile any software
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22. OUTSIDE EMPLOYMENT:
An employee may hold a job with another organization as long as he or she
satisfactorily performs the job responsibilities at Christine’s Place Inc. All
employees will be judged by the same performance standards and will be subject
to the scheduling demands, regardless of any existing outside work requirements.
If Christine’s Place Inc. determines that an employee’s outside work interferes
with performance or the ability to meet the requirements of their job at Christine’s
Place Inc. the employee may be asked to terminate the outside employment or be
subject to termination.
TIME OFF POLICY:
a. PAID TIME OFF: See Policy.
b. Jury Duty: The employer provides a limited Jury Duty paid benefit. An
employee may be absent from scheduled work for jury duty. The employee
must communicate with the department scheduler as soon as it is known that
jury duty assignment is possible and when the assignment is identified. The
company will not pay more than 20 hours for a jury duty assignment.
c. Holiday Pay: Employees are paid double time for the full shift on said
holiday. Designated holidays are: New Year Day, Easter Sunday, Memorial
Day, Labor Day, July 4th
, Thanksgiving Day, and Christmas Eve starting
with the PM shift and going thru the Overnight shift Christmas Day. Full
time employees who do not work the holiday will be paid at their hourly rate
of pay up to a maximum of 8 hours during said holidays.
d. Each employee is allotted two fifteen minute breaks with an 8 hour shift that
are paid by the company.
e. Meal Breaks: Each employee who works an 8 hour shift is entitled to a half
hour meal break. Day shift employees will take a required half hour break and
need to punch out for this unpaid break. Eve and overnight shift employees
are entitled to a half hour meal break but are not required to punch out due to
the need for the employee to be “on call” at time of meal break.
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23. PAID TIME OFF POLICY:
All regular employees will receive PTO in proportion to the hours they work and
the number of years they have been employed. At the time a full-time employee
or part-time employee drops to a casual status all PTO balance will be paid in full
to the employee and PTO time will no longer accrue.
ACCRUAL: All full and part time employees will accrue PTO hours based on the
following scales:
Years Worked PTO Accrual Rate/Hrs
Worked
Yearly PTO Earned for a 40
hr per week employee
Start--1yr .0308 hrs 64 hours or 8 days
1 yr--2 yrs .0500 hrs 104 hours or 13 days
2 yrs-- 10 yrs .0693 hrs 144 hours or 18 days
10 yrs—20 yrs .0885 hrs 184 hours or 23 days
20 yr—25 yrs .1077 hrs 224 hours or 28 days
25 yrs & up .1270 hrs 264 hours or 33 days
PTO may be used in 15 minute increments only. PTO must be used for
unscheduled absence that is not requested by the employer. This includes the
missing of any part of a shift. If the employer requests the employee to leave a
scheduled shift early or not to report for a scheduled shift it will be at the
employee’s discretion to use PTO or not. The full time employee is responsible
for insuring that they maintain the full time requirements. Unless requested
immediately in writing it will be assumed that the employee wants to be paid
PTO.
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24. EMPLOYEE BENEFITS: Changes will be made at the discretion of the employer.
A. Mandatory Benefits:
1. FICA. The Federal Insurance Contribution Act imposes a tax
on employee wages in order to fund Social Security and Medicare.
FICA requires the employer to pay 50% of the tax; the employee
pays the other 50%. In any given year, the total amount of FICA
tax owed depends on two determinations: 1) the tax rate, and 2) the
wage base. Since 1990, the Social Security tax rate has been 6.2%
and the Medicare tax 1.45%. The employer portion is 7.65%.
2. Workers Compensation Insurance is an employee benefit
paid by the employer to provide health care and treatment for on-
the-job injuries. The cost to the employer is based upon safety
history of the facility. The employee has certain reporting and
follow-up obligations.
3. Federal Unemployment Tax Act (FUTA): requires
employers, but not employees to pay a tax on wages; the money
goes to fund unemployment benefits.
B. Earned Benefits Package for Full Time Employees:
This benefit package is earned by the employee who attains and
maintains full time status. The employee may choose to waive any, or
all, of the package.
To attain full time status a new employee must work 420 hours, then
have average hours worked calculated. If average hours worked is 30
hours or more per week, and a full time position is available in the
department and the employee agrees to meet the requirements of a full
time employee, then the employee is eligible to enroll in the benefit
package for
Full Time Employees, effective the first of the following month.
Failure to complete the enrollment forms and deliver to the
organizations business office within the month of eligibility results in
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25. waiving coverage until the next open enrollment period providing
eligibility requirements are maintained.
To attain full time status from a casual or part time position, the
employee will have hours worked averaged over a six month period. If
average hours is 30 or more hours per week, and a full time position is
available in the department and the employee agrees to meet the
requirements of a full time employee then the employee will be
enrolled in the benefit package effective the beginning of the next six-
month period (July 1 or January 1).
To maintain full time benefits, the employee must meet the
minimum scheduling requirements for the job classification. Failure to
do so will result in loss of benefits.
C. Employee Optional Benefits:
1. Group Family Medical Insurance. The full time employee may
enroll spouse or dependent children in the medical insurance
program at the time of open enrollment, January 1st
of each year, or
within 30 days of a qualifying even, e.g., spouse loss of job, birth of
a child, adoption of a child, divorce, etc.
2. Voluntary Life Insurance. Full time employees may be able to
purchase additional life insurance coverage for self or family.
3. Voluntary Supplemental Insurances
4. Flex Plan. Employee may choose to allocate pre-tax dollars to pay
for certain documented expenses; e.g., medical expenses, glasses,
child care, etc.
5. Flexible Spending Account Plan. All regular employees are eligible
to participate in the FSA plan. To enroll, the employee must
complete an enrollment form and deliver it to the business office. In
addition, all regular employees are eligible to enroll in the FSA each
year during the open enrollment period. To enroll, continue,
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26. change, drop, or decline, a new enrollment form must be
completed each year.
6. Consolidated Omnibus Budget Reconciliation Act of 1985
(COBRA) and the American Recovery and Reinvestment Act of
2009: The employee who has been covered by the “Earned Benefits
Package” for full time employees is eligible to continue coverage at
their own expense following a qualifying event, e.g., termination of
employment, change in employee status, retirement, etc.
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27. DRESS CODE:
1. The employee’s Name Badge must be clipped to the front upper torso
clothing, or if forgotten, a temporary name tag with first name, last initial, and
title, shall be visible at all times. No lanyards (a cord worn around the neck
with an attached hook) are allowed.
2. Each employee shall report to work professionally dressed. Professional dress
is defined as:
a. Dress pants, slacks, uniform pants which do not drag on the floor.
b. Dresses and skirts will expose no more than 4 inches of knee/thigh.
Measurement shall be taken while employee is in a kneeling position.
The opening of a skirt/dress slit or length of dress/skirt shall not
expose more than 4 inches of skin when measured from a kneeling
surface.
c. Business casual shirts (such as button down shirts for men), blouses,
plain polo shirts, and uniform tops are acceptable. Promotional
messages or large logos are not allowed.
d. Clothing will be neat and clean with no holes, rips, or frays.
e. Denim dresses/skirts are acceptable for persons in departments that do
not have a uniform requirement.
f. Clothing needs to be properly fitted, not tight or oversized.
g. Underwear or bra needs to be worn by all female employees.
h. Attention should not be drawn to any undergarments.
i. Sleeveless clothing is not acceptable.
j. Hair must be neat, clean, and always pulled back when working on the
floor.
k. All cleavage must be covered. Clothing must cover the torso, meaning
no skin showing between the upper layer of clothing and the bottom
layer of clothing.
l. Tattoos that are of an offensive nature must be covered at all times.
m. Proper dress includes proper hygiene. The employee will report to
work clean and odor free.
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28. n. Shoes must support and protect the foot and be firmly anchored to the
entire foot so that the employee can move quickly in all directions if
needed. Laces must be securely tied and not dragging on the floor.
o. No visible piercing besides in the ears.
3. Uniform Requirements:
a. Comfortable white or black non-skid work shoes.
b. Uniform tops as issued by the company. No denim. Pants must be
standard ankle length.
c. No dangling necklaces or earrings are allowed.
4. Dress code violations:
Dress code violations will be addressed privately by front line staff, with a
first offense being a reminder about the dress code requirement and that
compliance is expected. The second violation will be subject to dismissal for the
day. The third dress code violation will be subject to a written warning or “write
up”. If violations continue the employee could be subject to termination.
SAFETY AND ACCIDENT REPORTING
PURPOSE: “To communicate to employees, management’s commitment to safe and
healthful working conditions”
1. Safety training courses are to be completed within 3 month of new hire.
2. If an accident were to occur, regardless of injury or not, must be reported to a
supervisor immediately.
3. Employees will be provided safety bulletins that contain information important to
safe working conditions and the announcements of any educational settings.
4. Employees can complete safety concern records when they report to supervisor
any condition, practice or method of working that looks dangerous.
5. Disciplinary actions can be upheld if accidents are proven to have happened while
the employee was under the influence of any drug or alcohol.
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29. SECURITY
1. The facility is equipped with automatic locks, locking at 6pm every evening and
automatically unlocking every morning at 7 am.
2. A security guard is present around the outer perimeter of the facility.
3. Any safety concerns need to be reported to members of management immediately.
DISABILITY ACCOMODATIONS
1. Christine’s Place will provide reasonable accommodation to applicants and
employees with disabilities.
2. Employees will need to inform management of any accommodations immediately
upon hire or in the result of accident.
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