Holiday Helping Hands
 
 

https://www.dol.gov/whd/regs/compliance/posters/eppaspan.htm

Employee Policies

REQUIRED AT ALL TIMES BY HHH:

1. VALID DRIVERS LICENSE. If anytime during employment review we see a invalid DL. Employee will be took of the schedule and must show regain valid DL before being put back on schedule. Employer has right to check at anytime.

2. VALID INSURANCE: Employee must maintain vehicle insurance sending in their new policy every 6 mo to office@ holidayhelpinghands2020@gmail.com

3. RELIABLE VEHICLE: Vehicle must be in working, safe, and valid condition. Vehicle should also be kept in clean condition or passengers if needed.

4. SELF RELIABILITY: Must be on time minimal call ins and respect for your members to be there when you are scheduled. If there is no call message or contact that you are not showing up this is considered self termination and also could be considered abandonment for your members and be noted on caregivers misconduct background. Our members depend on you to be there when you are scheduled.

1.Smoking Policy

Smoking is only permitted in a designated smoking area.

It is prohibited for staff members to smoke with any of the members at any time.

Staff will need to refrain from smoking in personal vehicles while members are present.

2.Insurance Policy

All staff members are required to always have proper insurance.

Proof of insurance will be required on your renewal dates every 6 months. A copy of your new policy will need to be sent to the Main email HolidayHelpingHands2020@gmail.com anytime it has been renewed.

3.Safety

All state and federal laws must be abided by All Staff and members must always have seatbelts on while in the vehicle.

4.Time off Request.

All time off requests must be submitted in writing no less than 14 days in advance.

All staff members need to understand a request for time off is not a guarantee.

5.Call In's

All call-ins must be no later than two hours prior to the start of their shift. If two consecutives

shifts are missed, the staff member must have a doctor's note stating the staff member may return to full and active duty

 

9.Trading Hours

At Holiday Helping Hands, everyone is on a set schedule.

If you need a day off due to a medical emergency or a funeral, you must let the

The Scheduling department know immediately by calling 920-512-5990, text or call, or emailing holidayhelpinghands2020@gmail.com.

If you need a day off, it would be the responsibility of the employee to trade shifts with another employee.

or speak with the scheduling department, to see what can be worked out.

If shifts are traded, it is the responsibility of both employees to contact the scheduling department.

and let them know what shifts have been traded along with the dates and hours traded.

If shifts are traded and the employee who traded with another employee has been terminated,

It is still the responsibility of the employee to work the shift that was traded.

If an employee fails to fill their obligation it could be considered as self-termination by Holiday Helping Hands.

10.Scheduling Policy

When a staff member of Holiday Helping Hands is scheduled to collaborate with any member, it is their responsibility to follow all responsibilities.

assigned to the staff. At no time should any staff dictate what they will or will not do for a member.

All care plans are designed for the purpose of enhancing our members’ lives and is not the responsibility of the staff to alter them.

No staff may change the time or date of service without prior approval from the scheduling department.

If any staff changes the date or time of service without prior approval, the staff may be written up, suspended, cancelled or this could be viewed as self-termination by Holiday Helping Hands for not following company policies.

11.Staff Policy

At no time should any staff member be changing the time, day, or service with a member without first speaking to Scheduling or HR.

It is not the staff or members' responsibility to change any times with a member due to confusion or misinterpretation.

If a staff chooses to disregard the Holiday Helping

Hands policy and change any of the hours, days, or dates scheduled service, staff.

could be subjected to:

•Suspension

•Loss of member

•Termination of the job for Insubordination

The reasoning for this policy is:

It is the responsibility of the owner/scheduler to speak directly with each member about time changing.

Staff are not paid to do the scheduling and staff are not paid to deal with the stress involving time changing.

12.Fraternizing

No staff member will be allowed to do anything with any members of Holiday Helping Hands outside of work. This is called fraternizing.

If any staff member is found to be fraternizing, it will be considered self-termination by Holiday Helping Hands.

All members employed by Holiday Helping Hands were hired to do a job.

We are not their friends, so there will be no more, as of today, taking any staff out in the city without being paid to do so.

Staff should not be giving out their cell phone number to any member. If members need anything, they should call or email.

Holiday Helping Hands management. If staff are giving out their cell phone number, this needs to stop.

immediately and redirect them to Holiday Helping Hands management.

When staff are collaborating with any member of Holiday Helping Hands, staff need to ask each member what they need to be done for the day.

Again, before staff leaves the member's residence, staff should ask the member if staff did everything member needed to be done.

Staff need to ensure members are happy each day, and this is why staff have jobs. No members should be at the staff’s house.

If staff is found to have any member at staff’s house for any reason, it will be taken as self-termination by Holiday Helping Hands,

for not following policies. Prior approval is needed by the Holiday Helping Hands management before a member is allowed at a

staff member's residence. At no time may any employee be fraternizing outside of working hours.

(Picking up a member to go out to eat or going to a movie etc.)

13. Phone Policy

When staff is collaborating with a member, staff should not be on their phone unless Holiday Helping Hands

management called staff to ask staff something. While the staff is at the member’s residence,

That is the member's time and members are paying for you to be there to assist in member’s needs.

If Holiday Helping Hands management call staff, staff will need to give the time back to the member which was.

taken from the member while on the phone. All personal calls can be returned in between members.

If you receive a phone call from Holiday Helping Hands for work, it must be used for work.

The charge for not returning phone within 24 hrs. of terminating/resignation you will be charged 500.00.

If you receive a laptop/tablet the charge is 1500.00 and this will be removed from your final paycheck.

You will receive a copy of these policies and procedure upon hire to sign.

14.PPE Policy

PPE should be always worn while the staff is collaborating with a member.

If you are out of PPE, please call the Holiday Helping Hands main number to request PPE.

and they will be more than happy to provide more PPE. (920)512-5990

15.Weekend Policy

Holiday Helping Hands does not guarantee non-weekend working hours for employees.

16.Holiday Policy

Holiday Helping Hands does not guarantee non-holiday working hours for employees. If you work a minimum of 2 hours on a holiday, the employee will receive a holiday bonus.

17.Weather Policy

Holiday Helping Hands reserves the right to cancel services for weather-related conditions as follows:

•Snowstorm

•Blizzards

•Thunderstorm with Heavy Rains

•Hailstorm

•Icy Roads

•Bad Road Conditions

•School Cancellations

•Flooding

If for any reason services are canceled, Holiday Helping Hands will try to reschedule services within the week of cancelation if possible.

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21.Conduct Policy

All Holiday Helping Hands, members and employees will always conduct themselves in a professional manner. At no time should an employee of Holiday Helping Hands talk about their personal affairs such as disputes with a partner the previous night, or the conduct of their children or family members. If at any time a staff member is reported of violating this policy, the following actions will occur:

a. Removal of said member.

b. Subject to suspension/Termination

This will be considered a self-termination by Holiday Helping Hands.

All employees of Holiday Helping Hands need to have an understanding staff is there to perform a duty and not discuss the disfunction in the staff’s affairs. This could lead to stress for our members; therefore, we are not performing at 125%.

22.Dress Policy

Holiday Helping Hands will provide staff with one shirt. It must be worn daily while collaborating with the members.

Approved Clothing:

a. Jeans

b. Shorts

c. Skirts

d. Dress

e. Kilt

f. Skort

g. Leggings

h. Colored Tank Tops (NO WHITE)

Unapproved Clothing:

a. Short Shorts

b. Mini Skirt

c. Low Cut Shirts

d. No alcohol, drugs, or offensive clothing

e. PAJAMA PANTs

 

`Approved Footwear:

a. Tennis Shoes

b. Dress Shoes (Must have grip ability)

c. Sandals with Ankle Strap

Unapproved Footwear:

A. Slippers

B, Flip Flops

c. Sandals with no Ankle Strap

d. No Ballet Slippers

e. No Smooth Soled Shoes

f. No Penny Loafer type shoe

23. LGBTQPLUS

Holiday Helping Hands does not discriminate against anyone for whom they are. At no time will any member or employee of Holiday Helping Hands make derogatory comments against any LGBTQPLUS individual. Any staff or members found to make derogatory comments, the following actions may occur:

c. Suspension up to two weeks

d. Termination of Service

e. Self-Termination of Employment

At Holiday Helping Hands, we take extraordinary pride in ensuring Wholesome Family Values.

24. Hygiene Policy

At Holiday Helping Hands it is required that all employees have proper hygiene daily, such as:

F. Proper showering habits

g. Use of deodorant daily

h. Proper oral care

I. Hair Groomed

j. Light Make-up

k. Fingernails must be clean, clipped, or polished (Acrylic nails may be worn) If more than two nails are missing, staff must remove the nails, clip nails down or replace them for a professional look)

25. Vacation Policy

An employee with Holiday Helping Hands must give a written 30- day notice. The employee will be paid for the vacation hours they have accumulated.

a. An employee who is on salary will be paid one week of vacation after being employed with Holiday Helping Hands for one completed year.

b.  An employee who is hourly will get vacation paid at the yearly average on the employee’s anniversary date.

c. Only one employee will be on vacation at a time.

26. Personal Information Policy

When an employee walks into a member’s home, the employee must leave their personal affairs at the door. Staff should not be giving personal information out to any member. (Address, phone number, or family information).

27. Social Media Policy

No employee of Holiday Helping Hands should be sharing information about the Company, a member, or other employees. If an employee is found violating this policy, the following actions will be taken:

a. Verbal Warning

b. Written Warning

c. Termination

28. FMLA Policy

An employee with Holiday Helping Hands will be eligible for FMLA without pay, for up to 12 weeks, after 18 months of full time working for Holiday Helping Hands. The employee is not guaranteed to return to work with the same members if the member is not available. FMLA will go into effect for specific family and medical reasons. This would include:

a. The birth of a child and to care for the newborn child.

b. The placement with the employee of a child for adoption or foster care and to care for the newly placed child.

c. To care for the employee’s spouse, child, or parent with a serious health condition.

d. A serious health condition that makes the employee unable to perform the essential functions of his or her job.

e. Any qualifying exigency arises out of the fact that the employee’s spouse son, daughter, or parent is covered military member on “covered active duty.

f. Twenty-six work weeks of leave during a single 12-month period to care for a covered service member with a severe injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin.

29. Salary Policy Described when and if offered salary.

30. Vehicle Policy

Holiday Helping Hands employees must have a clean and working vehicle to transport members. No employee should be smoking while a member is in the vehicle at any time.

31. Injury Policy

If an employee has an accident with a member in the vehicle, a police report must be obtained and sent to Holiday Helping Hands management within 24 hours. If an accident occurs in a member’s home, an incident report must be filed immediately. A picture of footwear and injured body parts must be sent in with the report. Failure to do so within an hour of the incident could lead to denial of the claim.

35. Drug and Alcohol Policy

Drugs and alcohol are prohibited. If suspected of using any drug or alcohol, Holiday Helping Hands may request a drug test. If refused, an automatic suspension would take place and may lead to termination.

36. Anti-Discrimination and Harassment Policy

Holiday Helping Hands tolerates no discrimination or harassment of any type. If an employee is found to be discriminating against or harassing a member or other employee, Holiday Helping Hands can view this as Self-Termination. Holiday Helping Hands has a zero Bullying tolerance policy.

37. Grievance Handling Policy

If an employee or member of Holiday Helping Hands need to file a grievance against an employee or member, the following steps will be taken: Email or Call Bob @ holidayhelpinghands2020@gmail.com 920-512-5990

Holiday Helping Hands will have no tolerance for retaliation. If retaliation is found, the employee may be suspended or terminated.

38. Discipline and Termination Policy

39. Confidentiality Policy

Holiday Helping Hands strife on Confidentiality. No employee of Holiday Helping Hands should share personal details about any member or employee. No information can be given without the permission of Holiday Helping Hands, the member, and/or guardian.