Privacy Policy
Chapter One
INTRODUCTION
This policy manual (“Manual”) has been prepared as a guidebook for Caregivers of Pasos Felices Partnership LLP. It also contains general guidance serving as the basis for policies and procedures that Pasos Felices Partnership LLP may develop.
The policies and procedures described in this Manual are implemented at the discretion of Pasos Felices Partnership LLP and may be modified, changed, deleted, and/or added to at any time and from time to time. Any and all decisions by Pasos Felices Partnership LLP officers, directors, managers and/or supervisors concerning the interpretation or application of these policies and procedures are at Pasos Felices Partnership LLP's sole and absolute discretion and shall be absolute, final, and binding upon all employees. The policies and procedures set forth in this Manual (and any subsequent amendments and/or revisions thereto) revoke any and all previous inconsistent policies and procedures (whether oral or written) of Pasos Felices Partnershipeffective immediately upon communication by Pasos Felices Partnership LLP to its employees.
Please note, however, that the policies and procedures contained within this Manual do not represent and are not to be construed as an exhaustive list of all Pasos Felices Partnership LLP policies and procedures. This Manual does not cover every situation that may arise from day to day. Please note, however, that the policies and procedures contained within this Manual do not represent and are not to be construed as an exhaustive list of all Pasos Felices Partnership LLP. Policies and procedures and this Manual does not cover every situation that may arise from day to day. Pasos Felices Partnership LLP may adopt policies and/or procedures in addition to those set forth within this Manual from time to time at its sole and absolute discretion; however, in the event of any conflict between such policies or procedures and this Manual, the provisions contained within this Manual shall govern unless otherwise specifically set forth in writing.
THIS MANUAL IS PROVIDED FOR INFORMATIONAL PURPOSES ONLY, AND NO PROVISION OF THIS MANUAL IS INTENDED TO CREATE AN EMPLOYMENT CONTRACT OR OTHER CONTRACTUAL RELATIONSHIP BETWEEN PASOS FELICES PARTNERSHIP LLP. AND ANY PERSON. EXCEPT AS OTHERWISE PROVIDED IN THIS MANUAL AND/OR IN A WRITTEN EMPLOYMENT CONTRACT OR OTHER WRITTEN AGREEMENT, PASOS FELICES PARTNERSHIP LLP AND ALL OF ITS EMPLOYEES HAVE AN EMPLOYMENT RELATIONSHIP THAT IS KNOWN AS
“EMPLOYMENT AT-WILL, " MEANING THAT PASOS FELICES PARTNERSHIP LLP OR THE EMPLOYEE MAY TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANY TIME, WITH OR WITHOUT CAUSE. IN THE EVENT OF ANY CONFLICT BETWEEN THE PROVISIONS OF A WRITTEN EMPLOYMENT AGREEMENT AND THIS MANUAL, THE WRITTEN EMPLOYMENT AGREEMENT SHALL GOVERN. THIS
MANUAL AND ALL CONTENT HEREIN CONSTITUTE THE SOLE AND EXCLUSIVE
INTELLECTUAL PROPERTY OF Pasos Felices Partnership LLP. ANY UNAUTHORIZED USE OR REPRODUCTION OF ALL OR ANY PORTION OF THIS MANUAL WITHOUT THE PRIOR EXPRESS WRITTEN CONSENT OF PASOS FELICES PARTNERSHIP LLP IS STRICTLY PROHIBITED.
Pasos Felices Partnership is an administrator for Arizona Health Care Programs providing Companion Care Services, Personal Care Services, and Respite Services. All employees should recognize the State of Arizona frequently changes and updates policies and procedures.
Throughout the rest of this policy manual, Pasos Felices Partnership LLP will be referred to as “Agency,” “we,” “our,” or “us,” as applicable. The Chief Executive Officer and Chief Financial Officer will be referred to as “OWNER.” Directors and Management staff will be referred to as “PASOS FELICES PARTNERSHIP Management.” Qualified Professionals/Registered Nurses and Coordinators may be referred to as “Supervisors.” Employees will be referred to as “Caregivers,” “employees,” “staff,” “their,” or “you,” as applicable.
THE PROVISIONS OF THIS MANUAL ARE EFFECTIVE AS OF FEBRUARY 1, 2023, UNLESS OTHERWISE SPECIFIED HEREIN.
Chapter Two
EMPLOYMENT INFORMATION
AT WILL EMPLOYMENT
It is our hope and expectation that both Pasos Felices Partnershipand each employee will have a long-lasting and mutually beneficial relationship. However, as an employee develops new skills and as an employee’s circumstances may change, an employee may choose to pursue other career opportunities. Likewise, business directions and needs are subject to change. For this reason, Pasos Felices Partnershipt has an at-will employment policy that allows either the employee or Pasos Felices Partnershipto terminate the employment relationship at any time and for any reason.
Criminal Background and Drug Screening Investigations
Pasos Felices Partnership provides non-clinical home care services to individuals and families. Pasos Felices believes in delivering the highest level of quality services and therefore considers it imperative that each of our team members reflect the excellent character and reputation of both the company and its employees.
It is Pasos Felices ’s policy to conduct extensive social security, felony, misdemeanor, work history, and driver background investigations on all employees before they are placed within a home caring for our community (Full background check performed by third party company). Pasos Felices reserves the right to conduct these investigations at any time during the team member's tenure with the company.
Pasos Felices is a drug-free workplace. We reserve the right to require any team member to submit to a drug screen, which will be determined by the company and at its sole discretion.
EQUAL OPPORTUNITY EMPLOYMENT
Pasos Felices Partnershipis an equal-opportunity employer. It is our policy to employ qualified people without regard to race, color, creed, religion, sex, sexual orientation, age, marital status, physical or mental disability, national origin or ancestry, veteran’s status, or any other category protected by federal, state or local law. This policy applies to all aspects of employment, including but not limited to application, hiring, selection and placement, training and development, promotion, compensation, benefits, recalls, leaves of absence, discipline, and termination.
Pasos Felices Partnershipis committed to complying fully with the Americans with Disabilities Act (“ADA”) and the Arizona Civil Rights Act to the fullest extent applicable to Pasos Felices Partnership and ensuring equal employment opportunities for qualified persons with disabilities under the Arizona Civil Rights Act and/or ADA, as appropriate. Our organization will not discriminate against or harass 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. 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.
Consistent with the Arizona Civil Rights Act and/or ADA, as applicable, Pasos Felices Partnershipwill make reasonable accommodations to all qualified persons with disabilities under the Arizona Civil Rights Act and/or ADA, as applicable, and Pasos Felices Partnershipwill comply in all respects with any applicable local regulation or ordinance that provides qualified persons with disabilities greater protection than the ADA and/or Arizona Civil Rights Act.
IMMIGRATION LAW COMPLIANCE
Pasos Felices Partnership LLP is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.
In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed an I-9 with Pasos Felices Partnership LLP within the past three years or if their previous I-9 is no longer retained or valid.
Employees with questions or seeking more information on immigration law issues are encouraged to contact the PASOS FELICES PARTNERSHIP Director/ HR. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.
Introductory Period
The introductory period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. PASOS FELICES PARTNERSHIP LLP uses this period to evaluate employee capabilities, work habits, and overall performance. Either the employee or PASOS FELICES PARTNERSHIP LLP may end the employment relationship at will at any time during or after the introductory period, with or without cause or advance notice.
All new and rehired employees work on an introductory basis for the first 90 calendar days after their date of hire. Any significant absence will automatically extend an introductory period by the length of the absence. If Pasos Felices Partnership LLP determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee’s performance, the introductory period may be extended for a specified period.
Employment Applications
PASOS FELICES PARTNERSHIP LLP relies upon the accuracy of the information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or, if the person has been hired, termination of employment.
In processing employment applications, Pasos Felices Partnership LLP may obtain a consumer credit report or background check for employment. If Pasos Felices Partnership LLP takes an adverse employment action based in whole or in part on any report caused by the Fair Credit Reporting Act, a copy of the report and a summary of your rights under the Fair Credit Reporting Act will be provided as well as any other documents required by law.
Prior to serving our seniors/ fully onboarding with Pasos Felices Partnership LLP, all field workers must first undergo and provide the following:
CPR & First Aid Cert-Current
Negative TB Test
Finger Print Clearence
ADOT Printout
Criminal Background Check
Work History Check
Formal Orientation & training (10 hrs)
OPEN DOOR POLICY
Pasos Felices Partnershipvalues all of its employees. It is committed to providing a positive work environment where employees take responsibility and ownership for problem-solving at all levels of the business. We desire and expect all employees to be fully informed of Pasos Felices Partnershippolicies and procedures affecting their jobs, work environments, and client relationships. We encourage our employees to express their concerns and opinions and discuss their complaints and problems with Pasos Felices Partnership LLP Management.
Employees are invited to seek information on matters affecting their positions and their employment. If a problem or issue affecting work should arise, Pasos Felices Partnership LLP Management is available to listen, counsel, or discuss concerns. Your direct supervisor should be your first point of contact when trying to resolve problems or concerns. If you feel your issues or concerns have still not been resolved at this level, we will welcome you to bring your concerns to Pasos Felices Partnership LLP Management.
PERFORMANCE EVALUATIONS
Caregivers will receive regularly scheduled performance evaluations performed by management according to program requirements. Evaluations are made through direct observation of the Caregiver’s work and/or through consultation with the clients. Continued employment following management evaluations does not change the at-will nature of employment at Pasos Felices Home Care.
DISMISSAL POLICIES AND DISCIPLINARY PRACTICES
The goal of Pasos Felices Home Care’s disciplinary policy is to correct improper behavior and eliminate unacceptable performance or behavior while protecting the interests of our clients. With this in mind, Pasos Felices PartnershipMay use progressive or creative disciplinary procedures when dealing with employee problems. The purpose is to enable employees to understand what is expected in terms of behavior and performance and to provide Pasos Felices Partnershipemployees with a reasonable opportunity to correct improper or unacceptable behavior. Pasos Felices Home Care’s goal is to resolve problems through open communication. The normal steps in the process are as follows:
-
Oral reprimand
-
Written reprimand (placed in employee file)
-
Strike 1 • Strike 2
-
Strike 3
-
-
Suspension (with or without pay)
-
Termination of employment
The above steps may not be used in all situations, and in no way should any provisions within this Manual be considered a contract or guarantee of employment. As described above, Pasos Felices Partnershiph as an “employment at will” policy, and either an employee or Pasos Felices Partnership may terminate the employment relationship at any time, with or without cause, and with or without advance notice, unless otherwise provided in a written employment agreement signed by both the employee and an authorized officer of Pasos Felices Home Care.
There are some situations where progressive discipline is not appropriate, and an employee may be terminated without going through all or any of the steps indicated above. This may occur if the health, safety, or welfare of a Pasos Felices Partnership client, employee, or representative is endangered in any way by an employee’s conduct; certain actions constituting grounds for termination as set forth within this Manual are taken, or in other situations deemed necessary by Pasos Felices Home Care, in its sole and absolute discretion. For example, an employee who fails to report for work for two (2) consecutive shifts without notifying Pasos Felices Partnership LLP Management of their inability to work may be subject to immediate termination. No future employment recommendations will be furnished to any employee whose services are terminated for disciplinary action.
VOLUNTARY RESIGNATION/CHANGE IN EMPLOYMENT STATUS
Pasos Felices Partnership requests that each employee provide Pasos Felices Partnership with written notice two (2) weeks prior to the employee’s voluntary resignation. Upon resignation or other change in status of employment with Pasos Felices. Pasos Felices Partnership LLP requests that each employee sign the Status Change Form
Chapter Three
EMPLOYEE RESPONSIBILITIES & JOB DESCRIPTIONS
Pasos Felices Partnership LLP maintains job descriptions to aid in orienting new employees to their jobs, identifying the requirements of each position, establishing hiring criteria, setting standards for employee performance evaluations, and establishing a basis for making reasonable accommodations for individuals with disabilities.
The Human Resources Department and the hiring manager prepare job descriptions when new positions are created. Existing job descriptions are also reviewed and revised to ensure that they are up to date.
Job descriptions may also be rewritten periodically to reflect any changes in position duties and responsibilities.
All employees will be expected to help ensure that their job descriptions are accurate and current, reflecting the work being done.
Employees should remember that job descriptions do not necessarily cover every task or duty that might be assigned and that additional responsibilities may be assigned as necessary.
Contact Pasos Felices Partnership LLP operations/ Managers with any questions or concerns about your job description.
PERSONAL APPEARANCE & PROFESSIONALISM
A neat, professional, well-groomed appearance is required and expected of all Pasos Felices Partnershipemployees when they are working. This is important as the employees act as visual representatives of Pasos Felices Partnershipand are an essential part of the professional image we want to present.
Electronic devices, including mobile/cellular phones, tablets, laptops, PDAs, and other mobile devices, have become an integral part of daily life and socialization. However, employees are expected to concentrate on their professional responsibilities and must refrain from the personal use of these devices at work (including while traveling between client appointments).
To protect the client’s safety, privacy, and quality of care, Caregivers must not bring others, including children and pets, to the client’s home while working.
EMPLOYEE FILES
Employee files are maintained for each employee at the office in Yuma, Arizona. The purpose of an employee file is to maintain an accurate record of each employee’s work history and current employment status with Pasos Felices Home Care. Pasos Felices Partnershipforms, documents, and correspondence relevant to an employee’s status are maintained and protected in the permanent file. The following forms are required to be kept in an employee’s file:
-
Pasos Felices PartnershipApplication
-
Consent form and Background check with Results
-
Reference checks
-
Acknowledgment Form
-
State Training Certificate
-
Emergency Contact
-
Withholding Tax Form (W-4)
-
Eligibility to Work in the United States (I-9)
-
Evaluations of Employee’s Performance
-
Documentation of qualifications, orientation, training, and performance evaluations as required by Arizona law.
Each employee has the responsibility of notifying Pasos Felices Partnership of changes to information within the employee’s file to ensure that such employee’s records are current as to the following:
∙ Name
∙ Address
∙ Telephone number
∙ Emergency Contact
∙ Withholding Tax Information (W-4)
∙ Eligibility to Work in the United States (I-9)
The records maintained in the employee files are Pasos Felices Partnershipproperty; however, employees are allowed to review their own employee file in the presence of the OWNER or designee. An employee may obtain a copy of their employee file by making a request in writing. Notwithstanding the foregoing, all information contained within the employee files constitutes confidential information.
Pasos Felices Partnershipcooperates with outside organizations by providing information, upon request, about current and former employees. Information released is limited to dates of employment and the most current job title. No other information is provided without written consent from the employee or as required by law.
UNABLE TO WORK/CHANGE IN SCHEDULE
During Orientation with the Caregiver, Supervisor, and client, a schedule is determined based on the care plan and the client’s needs. It is Pasos Felices Home Care’s expectation that the Caregiver works the schedule according to the plan. In the event a Caregiver is unable to report to work, the Caregiver must contact the Supervisor/ Manager immediately.
All schedules are created in accordance with the caregivers initial availability sheet. If a shift needs to be changed, the Caregiver must notify their manager as soon as possible, via ERSP or direct email, the manager will respond within 24 business hrs if the shift change is approved. Schedule updates require a new availability sheet to be submitted (Soft or Hard copy) and approved before being implemented.
Point System for Calling in Sick
-
Employees start with six total points at the beginning of the year (January 1- December 31). Points do not roll over.
-
The PASOS FELICES PARTNERSHIP schedule adherence point policy is as follows:
-
1/2 point for shift tardiness/ late show, Please call the office if you have technology issues within five minutes of the shift start time.
-
1 point for calling in sick within 8 hours of the shift start time.
-
2 points for calling in sick within 4 hours of the shift start time.
-
3 points are to be deducted for a no-call no-show, which can lead to immediate employment termination.
-
-
A verbal write-up will be issued after 3 points have been used; the next schedule adherence incident will result in a written write-up, and a no-call no-show can lead to immediate termination.
-
PTO ( after 90 days) will automatically be used when calling in sick (up to the length of your shift).
-
Only the initial point(s) will be used per each call in incident (up to 3 days).
*Please make sure you check your schedule regularly; Please make sure to call the office for any updates or changes required. It is the employee's responsibility to remain in compliance with the schedule adherence policy.
PAYROLL/TIME SUBMISSION POLICY
FRAUD, WASTE, AND ABUSE AWARENESS TRAINING; TIME LIMITATIONS
1. Billable Time / Fraudulent and Criminal Activities
The only time that is acceptable for being recorded, paid, and billed is time spent in the presence of the client or time accomplishing tasks that are on the client’s care plan.
Listed below are examples (but by no means an exhaustive list) of actions that authorities may consider fraudulent and/or criminal, all of which are expressly prohibited conduct for all employees of Pasos Felices Partnership and can result in disciplinary action, including immediate termination (as well as possible criminal sanctions, including jail time):
-
Recording time for the client in Caregiver’s home when the client is not there; for example, cooking a meal and bringing it to the client or washing the client’s laundry at the Caregiver’s home is not permitted. Caregivers must be physically present with the client to claim time.
-
Recording incorrect data; We want to accomplish as much as possible during your scheduled shifts. All activities completed and not completed must have accurate documentation. False documentation is subject to immediate action.
-
Recording extra time; Caregivers should work only the approved shift. If the shift carries over the scheduled time, over 15 minutes, the caregiver must inform their manager via ERSP.
2. Caregiver’s Time Limitations.
a. Caregivers are not allowed to work more than forty (40) hours per week without the consent of the Director.
d. Caregivers must not work more than six (6) consecutive calendar days unless such Caregiver’s manager has previously obtained approval from the director verbally or in writing the reason and need for the scheduling. .
I. All Caregivers who serve multiple clients in a day will be paid travel time
between clients based on the shortest distance between clients. Caregivers must submit their mileage/ travel time via email before they close out their shift. Pasos Felices Partnershipdoes pay mileage at .56 cents/per mile. (See “TRAVEL TIME POLICY” below and Pasos Felices PartnershipWage &
Benefits, which is subject to change by Pasos Felices Partnership at any time and from time to time and which revisions shall control in the event of any inconsistency within this Manual.)
Pasos Felices Partnershipuses points, KPIs, disciplinary actions, and terminations to prevent fraudulent activities against our clients.
Visits or telephone calls that Supervisors make to a client’s home are all required to be documented, including who was there, the time, and the date.
CAREGIVERS MUST BE PHYSICALLY PRESENT WITH THE
CAREGIVER’S CLIENT, PROVIDING CARE FOR THE CLIENT, TO CLAIM TIME FOR THAT CLIENT.
Workers’ Compensation Insurance
PASOS FELICES PARTNERSHIP LLP provides a comprehensive workers’ compensation insurance program at no cost to employees pursuant to law. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers’ compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately.
Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is essential that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible.
TRAVEL TIME POLICY
Caregivers who are authorized by Pasos Felices Partnershipto provide care for more than one client in a day must submit, with Operations, their travel time in email form to claim the mileage.
PCA SERVICE VERIFICATION POLICY
{Not applicable/ Historical Process}
FINANCIAL RECORDS AND CONTROLS
Pasos Felices Partnershipis responsible for maintaining its financial records in compliance with the law. Every employee is responsible for the honest, accurate, understandable, and timely recording, reporting, and retention of information.
Employees are specifically prohibited from:
-
Making or omitting an entry that intentionally hides, disguises, or misrepresents the true nature of any transaction.
-
Providing false, incomplete, or misleading information to an internal or external auditor.
-
Deferring or accelerating the recording of items that should be recognized in the proper time period.
TRANSPORTATION OF CLIENTS
Caregivers may provide transportation (with the caregiver’s vehicle ONLY) and accompany clients (if someone else is transporting them) if the client needs assistance with ADLs during transport or at the point of destination.
∙ Caregivers are not to drive the client’s vehicle while performing services; unless approved by management, including proper vehicle documentation.
∙ Pasos Felices Partnershipdoes not provide company vehicles for the transportation of clients or employees' personal use.
∙ Pasos Felices Partnershipdoes reimburse employees for mileage for transporting clients at .56 cents/ per mile.
Pay Deductions and Setoffs
The law requires that PASOS FELICES PARTNERSHIP LLP make certain deductions from every employee’s compensation. Among these are applicable federal, state, and local income taxes.
PASOS FELICES PARTNERSHIP LLP also must deduct Social Security taxes on each employee’s earnings up to a specified limit that is called the Social Security “wage base.”
WORK BREAKS / MEAL BREAKS
An employee working for four (4) or more consecutive hours may take a work break of up to fifteen (15) minutes (or time sufficient to utilize the nearest convenient restroom, if longer) within the second and/or third hours of each four (4) hour period.
The work break shall not be deducted from the time for which such employee is paid.
During any eight (8) or more consecutive hours of work, an employee may take a paid meal break of thirty (30) minutes, during which meal break the employee may not leave the employee’s work location.
Each employee is required to properly document such employee’s meal break times as required by Pasos Felices Home Care’s payroll and timesheet polices.
Work breaks and meal breaks must not be scheduled at a time that may jeopardize the safety of, or result in an inconvenience to, any Pasos Felices Partnershipclient or employee.
Emergency Closings
At times, emergencies such as severe weather, fires, power failures, or earthquakes can disrupt company operations. In extreme cases, these circumstances may require the closing of a work facility.
In cases where an emergency closing is not authorized, employees who fail to report for work will not be paid for the time off.
Visitors
To provide for the safety and security of employees and the clients of PASOS FELICES PARTNERSHIP LLP, only authorized visitors are allowed in the CLIENT’S HOME. Restricting unauthorized visitors helps maintain safety standards, protects against theft, ensures the security of equipment, protects confidential information, safeguards employee welfare, and avoids potential distractions and
disturbances. NO PERSONAL VISITORS ARE PERMITTED AT ANY TIME! VIOLATING THIS POLICY WILL LEAD UP TO AND INCLUDE IMMEDIATE TERMINATION
COMMUNICABLE DISEASE CONTROL PLAN
Pasos Felices Partnershipis committed to providing a safe and healthful work environment.
Pasos Felices Partnershiphas a Communicable Disease Control Plan that includes the determination of employee exposure, implementation of various methods of exposure control (universal precautions, work practice controls, Personal Protective Equipment), Post-exposure evaluation and follow-up, communication of hazards and training, record keeping and procedure for evaluating circumstances surrounding exposure incidents.
Caregivers will be briefed in the described areas of the plan as it relates to their individual clients. All employees are subject to Pasos Felices Home Care’s Communicable Disease Control Plan.
CALLING IN SICK POLICY
-
CALL OFFICE ASAP
-
REPORT SYMPTOMS
-
3 OR MORE DAYS SICK REQUIRE A DOCTOR’S NOTE BEFORE RETURNING TO WORK
-
NO CALL/NO SHOW FOR 2 DAYS ARE GROUNDS FOR IMMEDIATE TERMINATION
-
DO NOT CALL THE CLIENT
STEPS FOR SUSPICION OF COVID-19
-
CALL OFFICE ASAP
-
REPORT SYMPTOMS
-
GO TO CLINIC TO GET TESTED IMMEDIATELY
-
IF POSITIVE, QUARANTINE FOR 10 DAYS, RETEST
-
IF NEGATIVE, RETURN TO WORK
DO NOT CALL THE CLIENT
FAMILY AND MEDICAL LEAVE ACT POLICY
Pasos Felices Partnershipis committed to compliance with the Family and Medical Leave Act of 1993 (“FMLA”). A copy of the Family and Medical Leave Act Policy is attached here as Exhibit A.
EMERGENCY USE OF MANUAL RESTRAINTS
All employees are subject to Pasos Felices Partnership LLP’s Emergency Use of Manual Restraints Policy as adopted and amended by Pasos Felices Partnershipat any time and from time to time. A copy of the Emergency Use of Manual Restraints Policy is attached hereto as Exhibit B.
(Not Applicable)
EMERGENCY RESPONSE, REPORTING & REVIEW POLICY
All employees are subject to Pasos Felices Partnership LLP. Emergency Response, Reporting & Review Policy as adopted and amended by Pasos Felices Partnershipat any time and from time to time. A copy of the Emergency Response, Reporting & Review Policy is attached here as Exhibit C.
INCIDENT RESPONSE, REPORTING, AND REVIEW POLICY
All employees are subject to Pasos Felices Partnership LLP. Incident Response, Reporting & Review Policy as adopted and amended by Pasos Felices Partnershipat any time and from time to time. A copy of the Incident Response, Reporting & Review Policy is attached here as Exhibit
Chapter Four
ETHICAL STANDARDS
Pasos Felices Partnershipis committed to the highest ethical standards in the conduct of business. These ethical policies go beyond rules set by law, as we know that our employees’ and the public’s trust in Pasos Felices Partnershipare both a serious responsibility and a reasonable expectation. While it is not possible to develop a detailed set of rules which cover all circumstances or which serve as a substitute for good judgment and ethical conduct, the purpose of this Chapter is to set forth the business ethics of Pasos Felices Partnershipin a written format which provides clear guidance to all employees.
GENERAL GUIDELINES
All employees have a personal responsibility to ensure that their actions meet the highest ethical standards and to abide by the laws, rules, and regulations that apply to their work. Therefore, employees must:
-
Conduct the business of Pasos Felices Partnershiphonestly, ethically, and in good faith. Employees must use good judgment in performing job responsibilities. Occasionally, employees may find themselves in a situation where their responsibilities under the law and Pasos Felices Partnershippolicy are unclear. In that circumstance, employees consult their Supervisor/ Manager to be sure that they are using good judgment and acting consistent with the law and Pasos Felices Partnershippolicies.
-
Cooperate fully and honestly with Pasos Felices Partnershipin any investigation or proceeding concerning their conduct or the conduct of other persons or entities with which PASOS FELICES PARTNERSHIP has a business relationship.
-
Become familiar with and comply with the laws, rules, and regulations applicable to their job responsibilities with Pasos Felices Home Care.
-
Recognize the continuing obligation of all employees to support the client's quality of life.
-
Report promptly to proper authorities any violations or suspected violations of PASOS FELICES PARTNERSHIP policy and/or the law by any Pasos Felices Partnershipemployee.
-
If a client accuses the Caregiver of theft, the Caregiver must immediately report the incident
to the Caregiver’s Manager/ Supervisor. The client will be encouraged to file a report with law enforcement, and Pasos Felices Partnershipwill take appropriate action.
-
Comply with the rules, regulations, and policies of Pasos Felices Partnershipas amended at any time and from time to time, including, without limitation, this Manual.
SAFETY
Safety is and will always be a top priority. Employees must do everything they can to ensure the safety of clients and co-workers.
Specifically, employees must:
-
Put safety first.
-
Understand and follow the safety and health rules and practices that apply to the job responsibilities.
-
Take precautions necessary to protect Pasos Felices Partnership employees, clients, and equipment from harmful or dangerous situations.
-
Practice safe lifting techniques.
-
Keep head up (maintain proper posture and neck alignment).
-
Keep a neutral curve in the back (bring the load in close to the body and distribute the load symmetrically), moving other obstacles out of the way.
-
Lift with legs; and
-
Never twist or turn while lifting.
-
-
Immediately report accidents, injuries, hazards, unsafe practices, or conditions to the Caregiver’s Management team.
-
Do not possess firearms or other weapons on client premises or Pasos Felices Partnership property.
-
Do Not retaliate against or threaten anyone for the good faith reporting or supplying of information about conduct implicating safety.
CONFLICTS OF INTEREST
It is imperative that employee conduct not reflect adversely on Pasos Felices Home Care. In that regard, all Pasos Felices Partnership employees are required to:
-
Avoid personal conflicts of interest or the appearance of such conflicts that could adversely affect employees or Pasos Felices Home Care.
-
Disclose in advance to Management any client relationship that might be perceived as a conflict of interest.
-
Fulfill the established job responsibilities for all clients regardless of personal interests.
-
Refrain from taking advantage of a relationship with Pasos Felices Partnershipto earn a personal profit from Pasos Felices Partnershipproperty, information, employees, or business opportunities.
-
Disclose to Management if you have or had a close personal relationship with the assigned Supervisor or client.
-
Protect and ensure the efficient use of Pasos Felices Partnershipassets. The business’s assets, whether tangible or intangible, are to be used only by authorized employees or their designees and only for legitimate business purposes. Personal use of items such as telephones, facsimile equipment, computers, and similar equipment must not be excessive as determined in the sole discretion of the OWNER and must have no material cost to the business and in no way violate any policy or practice of Pasos Felices Home Care.
-
Refrain from abusing or compromising any employee benefits and privileges.
-
Refrain from conduct on or off duty which is detrimental to the best interests of other employees, clients, or Pasos Felices Partnership.
-
Refrain from engaging in fundraising or personal business on Pasos Felices Partnership property or time unless such activity is Pasos Felices Partnership sponsored or is approved in advance by the OWNER.
ALCOHOL AND ILLEGAL DRUG USE IN THE WORKPLACE
It is the policy of Pasos Felices Partnershipto support a workplace free from the effects of drugs, alcohol, chemicals, and abuse of prescription medications. Pasos Felices Partnershipis committed to having employees who do not engage in illegal alcohol and drug activities. Pasos Felices Partnershipwill take the necessary steps to comply with all federal, state, and local laws.
The following policies apply to all employees, subcontractors, and volunteers, and failure to comply will result in disciplinary action, up to and including immediate termination.
∙ All employees must be free from the abuse of prescription medications or being under the influence of a chemical that impairs their ability to provide services or care.
∙ The consumption of alcohol is prohibited while directly responsible for clients on any Pasos Felices Partnershipproperty (owned or leased) or in Pasos Felices Partnershipvehicles (owned or leased).
∙ Being under the influence of a controlled substance identified under Arizona Statutes, Chapter 152, or alcohol or illegal drugs in any manner that impairs or could impair an employee’s ability to provide care or services to clients is prohibited.
∙ The use, sale, manufacture, distribution, or possession of illegal drugs while providing care to clients, on company property (owned or leased), or in company vehicles, machinery, or equipment (owned or leased), is prohibited.
Any employee convicted of criminal drug use or activity must notify the employee’s Supervisor/ manager no later than five (5) days after the conviction. A criminal conviction for the sale of narcotics, illegal drugs, or controlled substances will result in disciplinary action, up to and including immediate termination.
The OWNER or designee will notify the appropriate law enforcement agency when Pasos Felices Partnership has reasonable suspicion to believe that an employee may have illegal drugs in his/her possession. Where applicable, Pasos Felices Partnershipwill also notify licensing boards.
INTELLECTUAL PROPERTY RIGHTS
Pasos Felices Partnership reserves and retains all worldwide right, titles, and interests in and to all intellectual property rights with respect to all of Pasos Felices Home Care’s intellectual property, including the exclusive, worldwide right in perpetuity to protect all such intellectual property under any laws for the protection of intellectual and industrial property, including without limitation, trade secrets, trademarks, copyrights, industrial designs, patents and domain name registration(s), whether or not such intellectual and/or industrial property thereto is/are entitled to such registration. All rights in and to such intellectual property not expressly granted to employees in writing are expressly reserved by Pasos Felices Home Care.
OFFENSIVE/HARASSING BEHAVIOR
Pasos Felices Partnership intends to provide a work environment and customer service that is pleasant, healthy, comfortable, and free from intimidation, hostility, or other offenses which might interfere with work performance. Any employee who engages in harassment of other employees or Pasos Felices Partnership LLP clients on the basis of race, color, creed, religion, national origin, sex, sexual orientation, marital status, or status with regard to public assistance, membership, or activity in a local commission, disability or age; who permits employees under his/her supervision to engage in such harassment; or who retaliates or permits retaliation against an employee who reports any harassment has engaged in misconduct and shall be subject to disciplinary action up to and including termination.
Harassment of any sort (verbal, physical, or visual) will not be tolerated and is prohibited. Harassment can take many forms. It may be but is not limited to words, signs, jokes, pranks, intimidation, physical contact, or violence. Harassment is not necessarily sexual in nature.
SEXUAL HARASSMENT POLICY
Sexually harassing conduct is prohibited and may include unwelcome sexual advances; requests for sexual favors; unwelcome flirtation; leering; making sexual gestures; displaying derogatory or sexually suggestive posters, cartoons, drawings, or objects; or any other verbal or physical contact of a sexual nature that prevents an individual from effectively performing his/her employment duties create an intimidating, hostile or offensive working or care environment or that is made a condition of employment or compensation, either implicitly or explicitly. Similarly, PASOS FELICES PARTNERSHIP will not tolerate harassment by its employees of non-employees (including, without limitation, clients) with whom Pasos Felices Partnershiphas a business, service, or professional relationship.
Any other sexual harassment of fellow employees and/or Pasos Felices Partnershipclients, whether committed on or off the job (and/or on Pasos Felices Partnershipproperty and/or client premises), is also prohibited. Sexual harassment includes, but is not limited to:
-
Repeated offensive sexual flirtations, o Advances or propositions,
-
Continual or repeated verbal abuse of a sexual nature, o Graphic verbal commentaries about an individual’s body, o Sexually degrading words used to describe an individual, o the display in the workplace of sexually explicit objects,
-
Any indication, expressed or implied, that an employee’s job security, job assignment, conditions of employment, or opportunities for advancement depend or may depend on the granting of sexual favors to any other employee, director, or manager,
-
Any indication, expressed or implied, that continued services from Pasos Felices Partnership depend or may depend on the granting of sexual favors and/or
-
the deliberate or careless expression of jokes or remarks of a sexual nature to or in the presence of employees who may find such jokes or remarks offensive.
All Pasos Felices Partnershipemployees, particularly leadership, have a responsibility to keep the work environment free of harassment. Suppose an employee becomes aware of an incident of harassment, whether by witnessing the incident or being told of it, they should report it to PASOS FELICES PARTNERSHIP Management. Appropriate investigation and disciplinary action will be taken.
If Pasos Felices Partnershipbecomes aware that harassment might exist, it is obligated by law to take prompt and appropriate action, whether or not the victim wants Pasos Felices Partnershipto do so. No retaliatory action will be taken against an employee filing a harassment complaint. All reports will be promptly investigated with due regard for the confidentiality and privacy of all involved.
Any employee found to have harassed a fellow employee, subordinate, or non-employee (including, without limitation, clients) with whom Pasos Felices Partnershiphas a business, service, or professional relationship will be subject to investigatory and disciplinary action up to and including termination. Pasos Felices Partnershipwill also take any additional action necessary to appropriately remedy the situation. No adverse employment action will be taken for any employee making a good-faith report of alleged harassment.
Persons who make unwelcome advances, threaten, or in any way harass another are personally liable for such actions and their consequences. Pasos Felices Partnershipwill not provide legal, financial, or any other assistance to any persons accused of harassment if a legal complaint is filed.
Employee options in response to harassment include:
Self Help
An employee may:
∙ tell the person, or persons, in private, that their behavior is offensive and request that it stop.
∙ write to the person, or persons, about their behavior, sealing and marking the letter “personal and confidential”; or
∙ Speak to the person, or persons, in private, in the presence of the direct Supervisor and/or Management.
Since allegations of harassment are extremely serious, it is important to keep any information confidential to those directly involved.
Informal Intervention
Employees may notify Management to intervene. Pasos Felices Partnershipis committed to reviewing the concerns and will promptly, discreetly, and fairly complete any discussions or investigations.
Formal Complaint
If self-help and informal intervention has not worked or if the allegation is, in the employee’s view, serious enough to warrant formal disciplinary action, an employee should submit a detailed written complaint to the direct Management. Appropriate disciplinary action will be taken if the investigation shows the complaint to be justified. Complaints will be investigated promptly, with appropriate confidentiality, and a report (either oral or written) will be made to the employee by the investigating party or parties.
POLITICAL ACTIVITIES
Employees may participate and contribute to political organizations and campaigns, and Pasos Felices Partnershipencourages employee participation in the governance of their communities.
Such participation, however, must be done personally. The financial and other resources of Pasos Felices Partnershipshall not be used for the purpose of supporting, directly or indirectly, any political issue, the campaign of any candidate for federal, state, or local (whether foreign or domestic) political office, or any national, state or local political party committee, unit and/or subdivision (whether foreign or domestic) or other national state or local political committee or fund (whether foreign or domestic). Such resources further shall not be used to reimburse any employee for any political contribution the employee may have made or shall prohibit support of political candidates or issues through lawful political action committees or individual support allowed by law.
WHISTLEBLOWER POLICY
Pasos Felices Partnershipis committed to the highest possible ethical and legal standards of business conduct. Employees must also observe the same high standards of business and personal ethics in the conduct of their job responsibilities. Employees may raise concerns regarding questionable actions with an assurance that there will be no retaliation for whistleblowing in good faith. It is the responsibility of employees to report suspected violations to the direct supervisor or Management, including, but not limited to, the following:
∙ Misrepresentation or false statement regarding a material matter contained in time documentation, evaluations, or other reports.
∙ Actions that constitute gross misdemeanors of felonies or otherwise amount to serious improper conduct.
Reporting a Concern
Concerns should be reported in one of the following ways:
∙ Pasos Felices Partnershipmaintains an open-door policy, and employees are encouraged to bring questions, concerns, suggestions, or complaints to the direct manager.
∙ If a complainant is not comfortable speaking with the direct Manager or is not satisfied with the response, they may request a meeting with up to two (2) other employees to present verified facts to the OWNER or designee. Although an employee is not expected to prove the truth of an allegation, the employee must demonstrate that there are sufficient grounds for concern.
Complaint Handling
The action taken will depend on the nature of the concern. Initial inquiries will be made by the appropriate employees to determine whether an investigation is appropriate and what form it should take. Some concerns may be resolved by agreed action without the need for investigation. The complainant will be given the opportunity to receive follow-up on their concern. Further information may be required from the complainant to complete the investigation. Subject to legal constraints, the complainant will receive information about the outcome of the investigation.
Safeguards
∙ Any retaliation against the complainant, including harassment or victimization, is prohibited and will not be tolerated.
∙ Pasos Felices Partnershipwill keep complaints confidential, as appropriate, consistent with the need to investigate the complaint (including any necessary legal action).
∙ False, malicious, or bad faith allegations may result in disciplinary action.
SECURITY OF TRANSMITTED INFORMATION
Employees must take reasonable precautions to protect the confidentiality and security of transmitted information.
All faxes must have a cover sheet that identifies the names and fax numbers of both senders and intended recipients. Any email that contains confidential health information must be sent using a secure message process. All communications transmitted electronically must include the following notice:
PRIVACY NOTICE
THIS MESSAGE MAY CONTAIN PRIVATE OR CONFIDENTIAL DATA.
The information contained in this message is intended for the use of the addressee listed above. This information may be protected by state and federal privacy regulations. If you are not the intended client or the person responsible for delivering this information to the intended client, you are hereby notified that any disclosure, copying, or distribution of this information is strictly prohibited. If you have received this communication in error, please notify the sender immediately by telephone at 928-395-5575.
MEDIA/SOCIAL MEDIA
Pasos Felices Partnershipunderstands that social media can be a fun and rewarding way to share a Caregiver’s life and opinions with family, friends, and co-workers. However, the use of social media also presents certain risks and carries with its certain responsibilities. Ultimately, the Caregiver is solely responsible for what they post online or publish elsewhere.
∙ A Caregiver should avoid conduct that adversely affects their job performance, the performance of fellow employees, or otherwise adversely affects clients, suppliers, and people who work on behalf of Pasos Felices Partnershipor Pasos Felices Home Care’s legitimate business interests.
∙ Inappropriate postings that may include discriminatory remarks, harassment, threats of violence, or similar disrespectful or unlawful conduct may subject the employee to disciplinary action up to and including termination.
Pasos Felices Partnershiphas established these guidelines for employees to use in making responsible decisions regarding the appropriate use of social media.
1. Know and follow the rules.
The employee is responsible for reading these guidelines, Pasos Felices Partnership Ethical
Standards, Confidential Information Policy, Nondiscrimination Policy, and the Offensive & Harassing Behaviors Policy, and ensuring their postings are consistent with these policies.
2. Be respectful
It is an expectation that the employee always be fair and courteous to fellow employees, clients, or other individuals who work on behalf of Pasos Felices Home Care. Employees should keep in mind that they are more likely to resolve work-related complaints by speaking directly with their co-workers or by utilizing Pasos Felices Home Care’s Open-Door Policy than by posting complaints to a social media outlet. Nevertheless, if the employee decides to post complaints or criticism, they should ensure their postings are consistent with Pasos Felices Partnershippolicies.
3. Be honest and accurate
Employees should make sure they are always truthful and accurate when posting information or news, and if an employee makes a mistake, they should correct it quickly. Employees should be open about any previous posts they have altered. Remember that the Internet archives almost everything; therefore, even deleted postings can be searched. Never post any information or rumors that are known to be false about Pasos Felices Home Care, fellow employees, clients, suppliers, or people working on behalf of Pasos Felices Partnershipor competitors.
4. Post only appropriate content
Employees must never represent themselves as a spokesperson for Pasos Felices Home Care. If PASOS FELICES PARTNERSHIP is a subject of the content that an employee is creating, the employee must be clear and open about the fact that they are an employee and make it clear that their views are their own. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of Pasos Felices Partnership.”
5. Use of media at work
Employees should refrain from using social media while on work time.
6. Retaliation is prohibited
Any employee who retaliates against another employee or client for reporting a possible violation of this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.
7. Media Contacts
Employees should not speak to the media on Pasos Felices Home Care’s behalf without contacting the Owner. All media inquiries should be directed to the Owner.
Employees are encouraged to contact their leadership if they have questions or need further guidance.
DIRECT MARKETING
Pasos Felices Partnershipis allowed to use indirect marketing methods such as web sites, yellow page advertisements, billboards, and newspaper advertising.
CAREGIVER/CLIENT BOUNDARIES
Boundaries in client care are mutually understood, unspoken, physical, and emotional limits of the relationship between the trusting client and the Caregiver. Professional boundaries represent a set of culturally and professionally derived rules for how Caregivers and their clients interact. Boundaries serve to establish and maintain a trusting Caregiver-client relationship and help all Caregivers maintain “justice and equity” in dealing with all clients.
In caring for clients, it is common for solid emotional bonds to develop. However, when the limits of the provider-client/family relationship are not transparent or where normal professional boundaries are not respected, problems are likely to arise.
Common reasons for boundary problems include:
∙ Personality styles
∙ Psychiatric disorders in which normal boundaries are not recognized or respected. ∙ Caregiver stress/burnout
∙ Cultural misunderstandings
Warning signs and examples of potential boundary blurring include
-
Offers of gifts from/to client/family.
-
Clients having or wanting access to Caregiver’s home phone number or other personal information.
-
Client/family expectations that the Caregiver will provide care or socialize outside of care settings.
-
The Caregiver revealing excessive personal information with the client/family.
Note:
Not all boundary issues are detrimental to the Caregiver-client relationship---some clearly enhance compassionate care and serve to reinforce a trusting relationship. However, it is important for the Caregiver to self-reflect and consider the following questions when boundaries are approached:
-
Am I treating this client or family member differently than I do other clients? o Would I be comfortable if this action/gift offer was known to the public or supervisors? o What emotions of my own does this client/family trigger, and are the emotions impacting my decision-making?
-
Are my actions truly helpful for the client, or am I acting in a manner to meet my personal needs?
-
Could this boundary issue represent a sign that I am experiencing professional burnout?
Any Caregiver not sure of the appropriate response in their situation to these questions should discuss the situation with Management. Accordingly, all Caregivers must:
∙ Set clear expectations with clients and families as to their role in the context of their care, availability, and best ways to communicate.
∙ Not accept gifts, cash, or favors from clients.
∙ Not use the clients’ computers or other electronic devices for personal use. ∙ Contact management when uncertain about client/family behaviors.
∙ Address issues as they arise with the client/family; acknowledge the importance of feelings; emphasize the Caregiver-client relationship and maintaining objectivity; emphasize that rejecting a requested behavior does not imply a lack of caring.
Caregivers are encouraged to seek professional counseling when boundary issues impact their ability to provide objective, compassionate care. Caregivers may contact the direct Supervisor or office for counseling options. Caregivers who are found to manipulate, coerce, antagonize, threaten, abuse or take advantage of clients for their personal gain are subject to disciplinary action up to and including immediate termination of employment.
Problem Resolution
PASOS FELICES PARTNERSHIP LLP is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from PASOS FELICES PARTNERSHIP LLP supervisors and management.
PASOS FELICES PARTNERSHIP LLP strives to ensure fair and honest treatment of all employees. Supervisors, managers, and employees are expected to treat each other with respect. Employees are encouraged to offer positive and constructive criticism.
If employees disagree with established rules of conduct, policies, or practices, they can express their concerns through the problem-resolution procedure. No employee will be penalized, formally or informally, for voicing a complaint with PASOS FELICES PARTNERSHIP LLP in a reasonable, business-like manner or for using the problem-resolution procedure.
If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps. The employee may discontinue the procedure at any stage.
-
The employee presents the problem to his or her immediate supervisor after the incident. If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, the employee may present the problem to the Human Resources Department or the OWNER.
-
The supervisor responds to the problem during discussion or after consulting with appropriate management, when necessary. The supervisor documents this discussion.
-
The employee presents the problem to the Human Resources Department if the problem is unresolved.
-
The Human Resources Department counsels and advises the employee, assists in putting the problem in writing, and visits with the employee’s manager(s).
Not every problem can be resolved to everyone’s total satisfaction, but only through understanding and discussing mutual problems, can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment.
DEPOSITIONS
All requests for depositions must be promptly brought to the attention of the OWNER, who will determine whether or not it is appropriate for employees to respond with the requested deposition. The OWNER or designee may consult with the counsel as appropriate. If the OWNER or designee approves, then a deposition may be provided, and the OWNER or designee may provide guidance relating to preparation for the deposition if appropriate.
PRIVACY / HIPAA POLICY
Each Pasos Felices Partnershipemployee has a responsibility to clients and Pasos Felices Partnershipto uphold client privacy rights and maintain the security and integrity of client-protected health information.
ACCORDINGLY, CLIENT-PROTECTED HEALTH INFORMATION WILL BE TREATED AS CONFIDENTIAL, AND HELD, USED, AND DISCLOSED ONLY IN COMPLIANCE WITH APPLICABLE LAWS/REGULATIONS AND AS SET FORTH
WITHIN HOME AT HEART’S NOTICE OF PRIVACY PRACTICES (AND AS THE SAME MAY BE AMENDED AT ANY TIME AND FROM TIME TO TIME BY PASOS FELICES PARTNERSHIP LLP AT ITS SOLE AND ABSOLUTE DISCRETION).
All employees will collect, use, disclose, maintain, and store client-protected health information in an honest, ethical, secure, and confidential manner.
All employees must comply in all respects with the requirements of the Health Insurance Portability and Accountability Act (“HIPAA”), the Standards for Privacy and Security of Individually Identifiable Health Information promulgated at 45 CFR Parts 160 and 164, and all other applicable, similar federal, state and/or local statutes, laws, ordinances, regulations, rules and interpretive guidance, and any and all amendments to any of the foregoing.
All Pasos Felices Partnership employees will uphold and safeguard the rights of clients to the privacy of client-protected health information by ensuring that client-protected health information is used and disclosed only under the following conditions:
∙ Each client or client’s authorized personal representative has been provided with a copy of Pasos Felices Home Care’s Notice of Privacy Practices and has signed a written confirmation of such receipt.
∙ Each client or client’s authorized personal representative has read, completed, and signed Pasos Felices Partnership LLP Admission Service Agreement.
∙ All Pasos Felices Partnership employees must take all reasonable precautions to safeguard the confidentiality of client-protected health information, including without limitation strict compliance with Pasos Felices Home Care’s Notice of Privacy Practices (and as the same may be amended by Pasos Felices Home Care, at its sole and absolute discretion, at any time and from time to time) and all federal, state and/or local statutes, laws, ordinances, regulations, rules and interpretive guidance relative to health information, including without HIPAA and all regulations promulgated thereunder, as well as any amendments to any of the foregoing.
∙ The use and disclosure of client-protected health information is permitted without specific authorization only when required for treatment, payment, and healthcare operations as set forth in Pasos Felices Home Care’s Notice of Privacy Practices and/or applicable laws/regulations.
∙ Disclosure of client-protected health information to any person or entity for other purposes may be made only on written authorization of the client or, if appropriate, his/her parent or legal guardian.
After termination of employment with Pasos Felices Partnershipfor any reason or no reason, former employees must continue to protect the privacy of client-protected health information. All departing employees must immediately return to their supervisor any and all documents (i.e. timesheets, care plans) and media containing client-protected health information. Terminated employees must never disclose, without proper authorization or as required by law, any clientprotected health information after leaving employment with Pasos Felices Home Care.
Non-compliance with this policy and associated procedures is a serious matter and may result in civil and criminal actions to the employee, in addition to disciplinary action up to and including immediate termination of employment.
DATA PRIVACY
It is the policy of Pasos Felices Partnershipto recognize the rights of clients to confidentiality and data privacy. All employees are subject to comply with Pasos Felices Home Care’s Data Privacy Policy. Noncompliance with this policy and associated procedures is a serious matter and may result in civil and criminal actions to the employee, in addition to disciplinary action up to and including immediate termination of employment. Pasos Felices Home Care’s Data Privacy Policy is available by contacting the Pasos Felices Partnershipoffice.
Private data includes all information on persons that has been gathered by Pasos Felices Partnershipor from other sources for Pasos Felices Partnershippurposes as contained in the client data file, including their presence and status in this program. Data is private if it is about the client and is classified as private by state or federal law. Only the following persons are permitted access to private data:
∙ The client who is the subject of the data or a legal representative.
∙ Anyone to whom the client gives signed consent to viewing the data.
∙ Client’s case manager.
∙ Employees of the welfare system whose work assignments reasonably require access to the data. This includes employees of Pasos Felices Home Care.
∙ Anyone the law says can view the data.
Data collected within the welfare system about clients are considered welfare data. Welfare data is private data on clients, including medical and/or health data. Agencies in the welfare system include but are not limited to: the Department of Human Services; local social services agencies, including a client’s case manager; county welfare agencies; human services boards; the Office of Ombudsman for Mental Health and Developmental Disabilities; and persons and entities under contract with any of the above agencies; this includes Pasos Felices Partnershipand other licensed caregivers jointly providing services to the same client. Once informed consent has been obtained from the client or the legal representative; there is no prohibition against sharing welfare data with other persons or entities within the welfare system for the purposes of planning, developing, coordinating, and implementing needed services
Data created prior to the death of a client retains the same legal classification (public, private, confidential) after the client’s death that it had before the death.
Pasos Felices Partnershiphas an established process for obtaining informed consent or authorization for the release of information from other licensed caregivers or primary health care providers. Questions regarding this process should be referred to the Manager.
Employees do not automatically have access to private data about Pasos Felices Partnershipclients or other employees. Employees must have a specific work function need for the information. Private data about persons are available only to those Pasos Felices Partnershipemployees whose work assignments reasonably require access to the data; or who are authorized by law to have access to the data.
Any written or verbal exchanges about a person's private information by employees with other employees or any other persons will be done in such a way as to preserve confidentiality, protect data privacy, and respect the dignity of the person whose private data is being shared.
As a general rule, doubts about the correctness of sharing information should be referred to the Supervisor.
After termination of employment with Pasos Felices Partnershipfor any reason or no reason, former employees must continue to protect the privacy of client-protected health information.
Throughout employment, employees will acquire and have access to confidential information belonging to Pasos Felices Partnershipof a special and unique nature and value, relating to such matters as Pasos Felices Home Care’s clients' lists, contracts, and other information (including without limitation personal contact information and health care information); Employees and compensation information; accounts; trade secrets; procedures; handbooks (including this Manual); pricing information; customer information; accounting and bookkeeping practices; office policies and practices; financial information, data, records, and reports; sales data and expense information; business plans, general and specific; prospect names and lists; existing and potential business opportunities; confidential reports; litigation and other legal matters; intellectual property; and other information specific to Pasos Felices Partnershipand its business.
Pasos Felices Partnership expects employees to maintain the utmost integrity regarding all such confidential information. All such information will be held in the strictest confidence and will be released only by authorized employees to persons who recognize these confidentiality obligations and agree to abide by them in writing. All requests for any information relative to any Pasos Felices Partnershipemployee or client must be referred directly to the OWNER. Only the OWNER, or the OWNER’s authorized designee, is authorized to release information concerning administrative, technical or financial data relative to the operation of Pasos Felices Partnershipand/or any information of any kind (including without limitation personal and health-care related information) regarding Pasos Felices Home Care’s employees and clients. If any representative of the media (newspaper, television, radio) requests any information, such request must be directed or referred to the OWNER.
As a condition of employment with Pasos Felices Home Care, employees agree that all confidential information described in this Manual, and/or any other information which employees know or reasonably should be aware constitutes confidential or proprietary information regarding Pasos Felices Home Care, any Pasos Felices Partnership client or any Pasos Felices Partnership employee, is the exclusive property of Pasos Felices Partnership and that employees will not at any time use, divulge or disclose to anyone, or attempt to use, divulge or disclose to anyone, except in the responsible exercise of the job, any such confidential or proprietary information, whether or not such information has been designated specifically as “confidential” or “proprietary”. Any violation of these confidentiality restrictions is grounds for disciplinary action, including immediate termination.
REPORTING OF ABUSE/NEGLECT/EXPLOITATION
It is the policy of Pasos Felices Partnershipto comply with all relevant laws with regard to the mandatory reporting of all suspicions of abuse or neglect. If Pasos Felices Partnershipbecomes aware of possible abuse of a client or has reasonable suspicion of abuse or neglect, Pasos Felices Partnershipis required by law to notify the Arizona Department of Human Services. The OWNER or designee will be responsible for this notification. To ensure all incidences of abuse/neglect are reported to the proper authorities and according to the law, any employee who witnesses neglect or sexual abuse involving a client while under the care of Pasos Felices Partnership Employees shall report the incident to the OWNER or designee as soon as possible but in no event less than twenty-four (24) hours after witnessing the incident.
VULNERABLE ADULT MANDATORY REPORTING
It is the policy of Pasos Felices Partnershipto protect the adults served by Pasos Felices Partnershipwho are vulnerable to maltreatment and to require the reporting of suspected maltreatment of vulnerable adults. Suspected Maltreatment may include but is not limited to financial exploitation, Caregiver neglect or self-neglect, or verbal, physical, sexual, or emotional abuse. All employees must comply with the Pasos Felices Partnership Maltreatment of Vulnerable Adults Mandated Reporting Policy, and the same may be amended at any time and from time to time. Failure to comply will result in disciplinary action, up to and including immediate termination.
Mandated Reporters are law enforcement, health care personnel (Caregivers), social workers, and other professionals. As a mandated reporter, if employees know or suspect that a vulnerable adult has been maltreated, employees must report it immediately (within twenty-four (24) hours). A mandated reporter who negligently or intentionally fails to report suspected maltreatment of a vulnerable adult is liable for damages caused by the failure to report. Report suspected maltreatment of a vulnerable adult to the Adult Protective Services at 877-767-2385 (confirmed 23APR23), which is open 24 hours a day, seven days a week, or online at https://des.az.gov/services/basicneeds/adult-protective-services (confirmed 23APR23). Caregivers should also contact the direct Manager. If the Manager is involved in the alleged or suspected maltreatment, the report should be made to the PASOS FELICES PARTNERSHIP Director.
Arizona encourages good faith reporting of suspected maltreatment of vulnerable adults by any person. The identity of the reporter is confidential and cannot be released without a court order.
Reports are reviewed to see if immediate protective services are needed. Reports of an alleged crime are referred to law enforcement. All reports of suspected maltreatment are also referred to a lead investigative agency, which may be the county or the state departments of Health or Human Services.
Information contained in reports of suspected maltreatment of a vulnerable adult made to the Arizona Adult Abuse Reporting Center is confidential under Arizona law. The Arizona Adult Abuse Reporting Center cannot provide information about a report to anyone, including the reporter, once a report is completed. Once a report is referred to the lead investigative agency responsible, different parts of the law cover how information in the report can be shared, but the identity of the reporter remains protected. Contact the county or state agency responsible for the report for questions about a completed report.
Pasos Felices Partnershipis required by law to provide an orientation of this policy within seventytwo (72) hours after first providing direct contact services to a vulnerable adult and annually thereafter.
NONDISCRIMINATION
All Pasos Felices Partnershipemployees will provide the highest quality service to Pasos Felices Partnershipclients regardless of the client’s color, race, religion, creed, sex, sexual orientation, age, marital status, status with regard to public assistance, national origin or ancestry, veteran’s status, disability and source or level of funding or any other category protected by federal, state or local law
Chapter Five
SERVICES
Pasos Felices Partnershipprovides Companionship Services, Personal Care Assistance services, and In-Home Respite Care services (as described within this Manual). Accordingly, some clients may receive more than one service from Pasos Felices Home Care. As such, Pasos Felices Partnershipalso allows Caregivers to perform all such services once all appropriate required training and orientations are completed.
COMPANIONSHIP SERVICES
Companionship services are general household activities provided by a trained caregiver when a client is unable to manage the home or when the person regularly responsible for these activities is temporarily absent or unable to manage the home. Covered services are listed in the community support plan (care plan) of the client and include the following:
∙ Meal preparation
∙ Shopping and errands
∙ Routine household care
∙ Assistance with instrumental activities of daily living
∙ Transportation arrangement
∙ Companionship
∙ Emotional support
∙ Social stimulation
∙ Monitoring of the safety and wellbeing of the client
Caregiving Responsibilities
Pasos Felices Partnership Caregivers are expected to provide the highest standard of quality care. These services are to be performed INSIDE the home living areas. Garages and unfinished basements are not generally considered living areas. The following job responsibilities are tasks that a client may ask the Caregiver to perform on a regular schedule or only periodically:
Bathrooms – Wash sink, top of the vanity, fronts of cabinets, toilet, tub/shower, and surrounding area, mirrors, and entire floor area. Gloves and masks are required equipment when cleaning bathrooms and are provided to the Caregiver by Pasos Felices Home Care.
Kitchens - Wash, dry, and put away dishes; clean and disinfect countertops, stovetop, surfaces of appliances, tabletops, and inside of the microwave; sweep and mop floors, occasional cleaning of oven and refrigerator as needed.
Dusting - In every room, dust all surfaces, shelves, and items on the shelves. Pick up the items to dust under them (rather than dusting around them) and clean the item itself. If the client requests furniture polish, Caregivers should buff the piece of furniture with a dry cloth after the polish dries. Caregivers are NOT required to dust or wash collectible items/items of value if caregivers are uncomfortable with the responsibility of doing so.
Flooring - Vacuum all carpeted areas, changing vacuum bag as needed. Sweep bare floors prior to washing them, and mop using the client’s preferred method, including cleaning floor boards. Caregivers are not required to do “hands and knees” mopping. If Caregivers are asked and are unable or unwilling to clean floors on their hands and knees, please contact the supervisor. Pick up rugs to vacuum or mop underneath, taking care not to shake the carpets in the house; shake them outside. Clients may want rugs aired out.
Windows - Upon request, Caregivers may remove, launder, and re-hang curtains/valances ONLY if accessible from a one-step stool.
Bed Linens - Strip the dirty sheets and make-up the bed with clean sheets. Launder dirty bedding, fold and put it away or put it back on the bed.
Laundry - Wash, dry, fold or hang up and put away the laundry. Some items may also need to be ironed.
Trash - Gather up trash throughout all rooms and replace waste can liners, collect in a main trash bag (usually from the kitchen), and take out when leaving for the day.
Sorting and Organizing - Assist clients in sorting and discarding items no longer needed in closets, corners, piles, etc.
Walls and Ceilings - Wash walls and ceilings as requested. Use a one-step stool only (not a chair or ladder – see below). Utilize a long-handled mop (with a clean mop head) or dry duster with extension as needed for ceilings and high walls. Clean door handles and switch plates.
Grocery Shopping and Errands – Ask clients to make a shopping list, assist with this if needed, which includes needed items and the brand or type if applicable. If the client provides the Caregiver with money, please follow the below process:
-
Confirm amount – The caregiver should count the monies & repeat the total to the client to confirm the amount.
-
Review the items purchased with the client while putting them away.
-
ALWAYS return the store receipt and any monies left.
4. Both client and Caregiver are to sign the receipt
5. Document in daily notes
Caregivers may run other errands specified in the client’s care plan, such as taking trash to the recycling center, picking up prescriptions, going to the Post Office, dropping off dry cleaning, etc.
Meal Preparation - Caregivers may prepare meals to be eaten by the client during the visit or to be refrigerated or frozen for future use. This includes the occasional baking of cakes, cookies, bars, pies, etc., as requested.
Caregivers are NOT allowed to:
∙ Shovel snow, rake yards, clean flower beds or garden, or do other chores outside of the home living areas.
∙ Transport clients r household members (including pets) in any vehicle
∙ Use ladders or a chair in place of a stool. There are methods to accommodate ceiling and wall washing beyond reach from a one-step stool (utilize a long-handled mop or duster extension).
∙ Purchase and use of alcohol
∙ Purchase and use of tobacco products. Client homes are designated non-smoking areas for all caregivers, even if the client smokes or uses tobacco.
∙ Participation in illegal activities, including but not limited to the purchase or use of controlled substances.
∙ Purchase of Lottery Tickets (of any kind).
∙ Administer Medications (over the counter or prescription), including filling client pill boxes or laying out daily medications.
Client Pets - Caregivers are not required to clean up animal feces or clean cat litter boxes. If a Caregiver is comfortable with cleaning up after pets, the Caregiver may choose to do so for the client but is not required to do so. Caregivers may take the pet for a walk or feed the pet.
Homemaking Program Policies and Procedure
The followings are the policies and procedures specifically applicable to the Pasos Felices Partnership Caregiving program and Pasos Felices Partnership Caregivers. These policies and procedures supplement the generally applicable policies and procedures set forth within this Manual.
Absent Clients - Caregivers may only provide services when the client is home. Do NOT enter any client’s home if they are not present. Under unique circumstances, Pasos Felices Partnershiphas a policy that allows for Prearranged Visits; Caregivers may contact the supervisor for guidance.
Work Schedule/Holiday - Pasos Felices Partnershipexpects Caregivers to coordinate with the client and supervisor to establish a work schedule. This work schedule should take into consideration observed holidays. Caregivers should not schedule work directly with a client.
Lifting - Pasos Felices Partnershipdoes not allow Caregivers to move heavy furniture (sofa, loveseat, beds, lounging chairs, etc.). As a general guideline, Caregivers should only lift objects that weigh less than twenty-five (25) pounds.
Blood Borne Pathogens/Bodily Fluids - Caregivers are not required to clean up any blood or bodily fluids from their clients. This includes but is not limited to syringe clean-up, wiping up blood or bodily fluids, including vomit, or handling personal items that have been soiled with blood.
PERSONAL CARE SERVICES
PASOS FELICES PARTNERSHIP Personal Care provides support to people with disabilities of all ages, the elderly (over 65 years), and people with chronic health conditions with activities of daily living, instrumental activities of daily living, and observation and redirection of behaviors.
Activities of daily living (ADLs)
Dressing - Application of clothing and special appliances or wraps.
Grooming - Basic hair care, oral care, shaving, basic nail care, applying cosmetics and deodorant, and care of eyeglasses and hearing aids.
Bathing - Basic personal hygiene and skin care.
Eating - Completing the process of eating, including the application of orthotics required for eating, hand washing, and transfers.
Transfers - Assistance to transfer the person from one seating or reclining area to another.
Mobility - Assistance with ambulation.
Positioning - Assistance with positioning or turning a person for necessary care and comfort.
Toileting - Helping a person with bowel or bladder elimination and care. This includes transfers, mobility, positioning, feminine hygiene, use of toileting equipment or supplies, cleansing, an inspection of the skin, and adjusting clothing.
Instrumental activities of daily living (IADLs) (Not limited to:) PASOS FELICES PARTNERSHIP CNA/CG may assist an adult recipient with the following:
∙ Accompany to medical appointments
∙ Accompany to participate in the community
∙ Communicate by telephone and other media
∙ Complete household tasks integral to PASOS FELICES PARTNERSHIP services
∙ Plan and prepare meals
∙ Shop for food, clothing, and other essential items
Caregiver & CNA job qualifications
∙ Be able to effectively communicate with the client and Pasos Felices PartnershipLeadership.
∙ Be able to provide services according to the client’s care plan and respond appropriately to the client’s needs.
∙ Maintain daily written records including, but not limited to, timesheets.
EMPLOYEES WILL NOT BE COMPENSATED BY PASOS FELICES PARTNERSHIP
FOR HOURS WORKED IN EXCESS OF HOURS SPECIFICALLY AUTHORIZED IN WRITING ON THE CLIENT’S SERVICE PLAN WITHOUT PRIOR PERMISSION FROM PASOS FELICES PARTNERSHIP Management.
∙ Identify and report changes in the client’s health condition to the supervisor.
Qualified Professional (QP)/ PASOS FELICES PARTNERSHIP MANAGEMENT
A Qualified Professional (QP) is a person who provides supervision for PASOS FELICES PARTNERSHIP employees. QP employees must meet specific experience & criteria. The QP's job responsibilities include developing the client’s care plan and orientating employees to ensure they can provide the required personal care services and evaluate the employees' work performance.
Shared Care Option Requirements
In rare situations, employees may provide personal care services for two (2) or three (3) clients in a shared “setting.” Additional responsibilities are required of the QP, including but not limited to increased supervision and more frequent supervisory visits to the “setting.”
IN-HOME RESPITE CARE SERVICES
Respite Care services are short-term care services provided due to the absence or need for relief of the family member(s) or primary caregiver. Pasos Felices Partnershipensures those Primary caregivers and clients receiving respite care meet specific requirements.
Chapter Six
CAREGIVER TRAINING, WAGE & BENEFITS
TRAINING REQUIREMENTS
Pasos Felices Partnership recognizes the importance of training and expects each Caregiver to actively participate in the training opportunities and bring with them an attitude of discovery and learning. This will, in turn, allow us to meet the needs of the clients. Pasos Felices Partnershipoffers a diverse training program that includes on-the-job, online, skills workbooks, and classroom options.
Prior to employment, Caregivers are required to complete A 10 HR training, which includes the following essential components: primary roles and responsibilities of an individual caregiver; assistance with lifting and transfers, emergency preparedness, orientation to positive behavioral practices, fraud issues and completion of timesheets, and vulnerable adult maltreatment.
During orientation, each Caregiver will be trained in the following areas as it relates to their individual client. Additionally, every twelve (12) months, each Caregiver will receive recurrent training in these areas as determined necessary by Pasos Felices Partnership at its sole and absolute discretion:
-
Confidentiality/Privacy
-
Lifting
-
Transfers
-
Infection Control
-
Activities of Daily Living (ADLs)
-
Harassment
-
Vulnerable Adult Abuse
-
Cultural Diversity
-
General Knowledge
Each Caregiver is required to complete & demonstrate to the supervisor their competency in the subject matters described on the training form. Pasos Felices Partnershipexpects each new Caregiver to maintain their CPR certification throughout employment.
Pasos Felices Partnershipprovides Caregivers orientation and annual training to meet twelve (12) hours each year. Training/ In-services are mandatory both in person and on-line. Caregivers who maintain the 12 hours of annual training are eligible for wage increases and/or potential bonuses.
WAGES AND BENEFITS
Pasos Felices Partnership offers all its employees fair and consistent wages and benefits.
WAGES Wages and payment policies are determined by Pasos Felices Partnership and communicated to Pasos Felices Partnershipemployees in writing.
BENEFITS
HOLIDAY PAY
PASOS FELICES PARTNERSHIP LLP will pay time and one-half to all employees who work on the holidays listed below:
New Year’s Day (January 1)
Memorial Day
Independence Day (July 4)
Labor Day
Thanksgiving
Christmas (December 25)
PTO/SICK Pay: Employees are not eligible for use until the 90-day introductory period is met.
For scheduled time off, a time off request form must be filled out with one week's (7 days) notice.
Pasos Felices Partnershipcurrently provides no health insurance at this moment.
V. RECORD-KEEPING PROCEDURES
-
The review of an incident will be documented on the incident reporting form and will include identifying trends or patterns and corrective action if needed.
-
Incident reports will be maintained in the client’s record. The record must be uniform and legible.
RECEIPT AND ACKNOWLEDGEMENT
Pasos Felices Partnership LLP Reserves the right to change the contents of this Manual at any time. No changes in any benefit, policy, or rule will be made without due consideration to the effect such changes will have on you as an employee and on Pasos Felices Partnership LLP.
I acknowledge receipt and have read the Manual. I understand the policies, rules, and benefits described within this Manual and acknowledge that Pasos Felices Partnership LLP reserves the right to change the contents of this Manual at its discretion.
I acknowledge that my employment may be terminated “at will,” either by myself or Pasos Felices Partnership LLP, regardless of the length of employment. I acknowledge that no contract of employment, other than “at will,” has been expressed or implied and that no circumstances arising out of my employment will alter my “at will” employment relationship unless expressed in writing.
I acknowledge that during my employment with Pasos Felices Partnership LLP, confidential information may be made available to me. This information will not be disclosed or used outside of the scope of my position at Pasos Felices Partnership LLP.
I acknowledge the policies, procedures, rules, and benefits set forth in this Manual and revoke all previous inconsistent policies and procedures for Pasos Felices Partnership LLP. as of the effective date of this Manual. I also acknowledge my responsibility to be familiar with these policies and any changes or modifications to them.
My signature below acknowledges that I have read the above statements and received a copy of the Pasos Felices Partnership LLP Caregiver Policy Manual.
__________________________________ Dated: __________________________
(Signature)
__________________________________
(Printed Name)
Add paragraph text. Click “Edit Text” to update the font, size and more. To change and reuse text themes, go to Site Styles.