GLOBAL PRIVATE HOMECARE, LLC. Policy and Procedure …

1 GLOBAL PRIVATE homecare , LLC. Policy and Procedure Manual Section X Management of Human Resources Management of Human Resources Policy X-1 ..Review of Personnel Policies and procedures opportunity and Affirmative Action Personnel: Legal Postings : Definitions File Selection Process Interviews History Record Checks X-9 ..Immigration Reform and Control Act/I-9 of Credentials ..Verification of Home health Aide/ Personal Aides Certificates X-11 .. health Requirements PE/ Annual health Status Assessment / Return Sick Leave and Introduction Period Checklist X-15 .. Photo ID Interviews for Employees and Medical Leave of Absence Policy X-18 ..Behavior Standards and Performance Evaluation Competencies and Proficiency Testing Position Descriptions 1.

2 Administrator 2. Director of Patient Services 3. Staff-Scheduling Coordinator 4. Field Registered Nurse Supervisor 5. Registered Nurse 6. Licensed Practical Nurse 7. Personal Care Aide 8. Homehealth Aide 9. Homemaker 10. Housekeeper 11. Billing Clerk 12. Administrative Assistant 13. Physical Therapist 14. Occupational Therapist 15. Speech Language Therapist 16. Nutritional counselor (Dietitian) 17. Audiologist 18. Respiratory Therapist 19. Medical Social Worker GLOBAL PRIVATE homecare , LLC. Policy and Procedure Manual Section X Management of Human Resources REVIEW OF PERSONNEL POLICIES AND procedures Policy X-l Page 1 of 1 PURPOSE: To maintain policies that reflect the personnel practices and management objectives of the agency and ensure timely, appropriate review and revision of the agency's personnel policies.

3 Policy : THE AGENCY Administrative Staff and Governing Authority will ensure that an annual review of the agency's personnel policies and procedures are conducted by the agency's CQI Committee. Initial adoption and subsequent revisions of the agency's personnel policies and procedures and revisions will be authorized by the Governing Authority. Procedure : The Agency Directors and Administrator will conduct a review of the agency's personnel policies and procedures annually in conjunction with the Pi/Continuous Quality Improvement Committee. The PI/CQI Committee will make recommended revisions to the policies to reflect the agency's personnel practices, objectives and required regulatory requirements. Recommended revisions will be reviewed by the Administrator who will submit the revisions to the Board for approval.

4 Staff will be informed and in-serviced as needed regarding changes in the agency's personnel policies and procedures . GLOBAL PRIVATE homecare , LLC. Policy and Procedure Manual Section X Management of Human Resources DISCRIMINATION IN employment (EQUAL employment OPPORTUNITY & AMERICANS WITH DISABILITY ACT) Policy X-2 Page 1 of 2 PURPOSE: To make known the agency's position regarding non-discrimination as an Equal Opportunity Employer and to implement the process to ensure compliance with applicable State and Federal employment Opportunity regulations and laws and to ensure discrimination against people with disabilities* in employment . Policy : THE AGENCY selects, develops, promotes individuals based on business needs, the individual's ability and job performance and experience without regard to race, color, creed, national origin, age, sex, marital status, sexual orientation disabilities or handicaps.

5 In situations where seniority is a consideration in an action, members of minority groups or employees with disabilities will continue to have seniority in the appropriate seniority groups for their position under rules uniformly applied to all similarly situated employees. Every agency employee shares responsibility of assisting THE AGENCY to meet goals regarding non-discrimination. THE AGENCY Non-Discrimination Policy affects decisions including, but not limited to, compensation, benefits, terms and conditions of employment , promotion, training and other employment privileges. THE AGENCY makes reasonable accommodation to the known limitation of a qualified applicant or employee, unless to do so would cause an undue hardship.

6 ** (Job Accommodation Network provides free technical assistance 1-800-526-7234. THE AGENCY is committed to maintain the working environment free of sexual harassment. Procedure : The agency's Equal employment Opportunity Policy will be explained verbally and in writing through: Orientation for new employees; Notification to employees of meetings, postings on bulletin boards; 0 Inclusion in manuals and training materials; 0 Statements in advertisements for employment ; Discussions at management and supervisory meetings; and Incorporation of Equal Opportunity clause in all contracts. The agency will periodically evaluate its statistics related to its employment of protected groups to ensure full compliance with federal and state law. All agency activities, facilities and committees shall be on a non-segregated basis.)

7 employment benefits will be provided without discrimination. GLOBAL PRIVATE homecare , LLC. Policy and Procedure Manual Section X Management of Human Resources DISCRIMINATION IN employment (EOUAL employment OPPORTUNITY & AMERICANS WITH DISABILITY ACT) Policy X-2 Page 2 of 2 Questions on all pre- employment forms shall not reveal sex, color, creed, national origin, age, disability or any characteristic protected by federal, state or local law. The agency will ensure that the individual's right to file a complaint, provide information, participate in an investigation, a public hearing or other activity related to EEO law will be respected and not interfered or influenced by. Incidents of discrimination or sexual harassment by any employee shall result in immediate and severe disciplinary action, including possible termination.

8 All employees are responsible to bring any evidence of discrimination or sexual harassment to the agency's attention. An investigation will be conducted and appropriate action taken. All complaints or charges concerning EEO are to be brought to the individual's supervisor's attention immediately. The ultimate accountability to ensure Policy compliance is with the agency's Administrator. *Disability: Anyone with a physical or mental impairment substantially limiting one or more major life activities; has a record of such impairment; or is regarded as having such an impairment, is considered a person with a disability. The Law defines a "qualified individual with a disability" as a person with a disability who can perform the essential functions of the job with or without reasonable accommodation.

9 **The ADA Law makes exception regarding the employment of a person with a contagious disease, a person who illegally uses drugs or alcohol. GLOBAL PRIVATE homecare , LLC. Policy and Procedure Manual Section X Management of Human Resources PERSONNEL: LEGAL POSTING REQUIREMENTS Policy X-3 Page 1 of 1 PURPOSE: The purpose of this Policy is to ensure that THE AGENCY offices comply with the legal posting requirements under federal and state labor laws. Policy : It is the Policy of THE AGENCY to comply with the intent and purpose of all federal and state laws relating to its status as an employer including the obligation to post specific legally required material. All required posters shall be permanently displayed in conspicuous locations at each agency site where notices to applicants for employment and employees are customarily placed.

10 Any questions regarding the following posting notices or applicable regulations should be directed to the government agency responsible for administering the law. MANDATORY Federal posting requirements are as follows: "Your Rights Under The Fair Labor Standards Act" Administered by the Department of Labor, employment Standards Administration, Wage and Hour Division. "Job Safety and health Protection" and "200" form (OSHA) " Administered by the Department of Labor, (Poster in Spanish will be posted on sites which have a large percentage of Hispanic employees). "Equal employment Opportunity is the Law" Administered by the Equal employment Opportunity Commission. "Your Rights Under The Family and Medical Leave Act of 1993" Administered by the Department of Labor, employment Standards Administration, Wage and Hour Division.