This is your Homewatch CareGivers Employee Handbook. You, the caregiver, are responsible for reading and understanding the information in it. If you have any question, please call the office to clarify.

Our office information:

Homewatch CareGivers Northshore

900 N. Skokie Blvd. Suite 126

Northbrook IL 60062

847-480-5700

Fax: 847-480-5720

Employment Agreement

Caregiver Terms of Employment

Homewatch CareGivers Northshore is Home Services agency providing temporary employment to applicants seeking positions as caregivers. Such employment is subject to the length and terms as determined by our clients and is not guaranteed by the company for any period of time.

Circumstances related to a discontinuance of service to a client and consequent discontinuance of employment or reduction of hours may include, but are not limited to, the following:

  • Recovery by a rehabilitating client
  • Completion of client contract
  • Death of client
  • Transfer of client to a facility (hospital, nursing home, etc.)
  • Move of the client out of the service area
  • Personality conflict between client and caregiver
  • Lack of payment from client
  • Discontinuation of service or change of service to another agency

Upon completion/discontinuance of service with a client, every reasonable effort will be make to place the affected caregiver, provided they are in good standing with the company, with a new client. However, further employment is neither assured nor guaranteed.

The applicant/employee acknowledges that the company cannot guarantee continuous employment.

Non-Compete Agreement

All employees of Homewatch CareGivers Northshore agree to refrain from direct or indirect solicitation of business, including providing caregiving services, for any known Homewatch CareGivers client, client family, or client representative for the employee’s personal benefit or benefit of any other company during the employee’s term of employment and for one year afterward.

If an employee makes a private arrangement to work for a Homewatch CareGivers client, Homewatch CareGivers can and will seek reimbursement from both the employee and the client in the amount of $3,500.00 or the largest dollar amount billed to the client for Homewatch CareGivers services in any thirty day period, whichever is greater, as an employment placement fee. This is valid for up to one year, and is also incorporated in the Homewatch CareGivers Client Service Agreement.

Termination Agreement

During employment with Homewatch Caregivers Northshore, and upon termination of employment, whether voluntary or involuntary, the caregiver agrees at no time to approach a client unless so directed by the agency.

Upon termination of employment, whether voluntary or involuntary, the employee agrees to leave the office or client’s premises immediately and agrees under no circumstances to further contact the client, client’s family or representatives, neighbors, or other contacts. This includes contact in person, by phone, fax, email, or any other form of communication.

Attempts by terminated employees to contact Homewatch CareGivers Northshore clients shall be considered harassment and will be reported to the proper authorities.

If an employee’s personal items are left in a client’s home due to change of assignment or client/employee status, the employee shall make arrangements with the office to retrieve the items.

Return of Company Property

All ID badges, uniforms, literature, forms, manuals, or any other items belonging to Homewatch CareGivers Northshore must be returned to the office upon termination of employment, before the final paycheck will be disbursed. Homewatch CareGivers will charge caregivers $50.00 for any unreturned ID badge and $50.00 for unreturned uniforms.

Payroll

Caregivers are paid by direct deposit to their bank account every other Thursday. If the caregiver does not have/provide information for a bank account, a paper check will be mailed by the Tuesday following payroll Thursday. Checks lost in the mail are subject to a $40 bank replacement fee.

Caregivers working 24 hour Live-In shifts are paid a flat shift rate. If the caregiver works less than the assigned 24 hours the pay is prorated for the percentage of hours worked.

Holiday Pay

The seven holidays that are paid at time-and-a-half are: New Year’s Day, Easter, Memorial Day, 4th of July, Labor Day, Thanksgiving, and Christmas Day. Holiday pay applies only to the hours actually worked between midnight and midnight. If a shift starts on the previous day or continues to the following day, overtime pay only applies to the actual holiday hours.

Caregiver Job Description

Nature of Job: Homewatch CareGivers provides services that enable senior citizens to live safely and comfortably in their own homes (or in a facility.) Services are determined by the client’s written Plan of Care, which is developed at the time the Service Agreement is signed. Services caregivers may be expected to perform include: companionship;transportation; personal care such as bathing and toileting, assistance with ambulation and transfers; meal preparation; light housekeeping;laundry; pet care assistance; and otherassistance with Activities of Daily Living.

Because the caregivers sees the client on a regular basis, the caregiver is in the position to notice changes in the senior’s health, activity level, and mental state, and is responsible for reporting these observations to the office in a timely manner so that family members can be notified and appropriate action taken to keep the client safe.

Reports to:Acting Administrator

Requirements:

  1. Previous caregiving experience
  2. Satisfactory reference check, State of Illinois criminal background check, and Illinois Health Worker Registry check
  3. Able to safely assist clients in ambulating and transferring and able to lift 20-30 pounds
  4. Able to read, write, and speak English
  5. Completion of annual state training requirements
  6. Agrees to the Caregiver Guidelines and Policies and Employment Agreement terms

Responsibilities:

  1. To follow company guidelines and policies
  2. To record the hours worked with a client as instructed and to report any changes to the scheduled hours
  3. To completely and accurately fill out the Daily Activity Log for the client and to turn it in to the office every week by email, mail, fax, or personal delivery
  4. To promptly inform the Homewatch CareGivers office of situations which potentially compromise the safety and well-being of the client

Limitations:

  1. Cannot set up or administer client medications – medication reminders only.
  2. Cannot perform skilled nursing services that fall under the responsibilities of registered nurses
  3. Cannot become or act as Power of Attorney for a client or become involved in any financial transactions for the client. If a client is unable to do their own shopping, the caregiver must use cash or a prepaid debit card, complete the Purchase Tracking Log, and attach the receipts
  4. Cannot accept any cash, gifts, or reimbursements from a client.

Caregiver Guidelines and Policies

Homewatch CareGivers seeks to establish and maintain standards for job performance and employee conduct that will support and promote the best care for our clients and lead to a successful business.

Automated Clock-In/Out System—Homewatch Caregivers uses a call-in telephony system to verify the caregiver has arrived on shift. You will receive separate instructions for using it. Caregivers must use the client’s home telephone to call the automated telephone system to clock in when arriving at the client’s home and to clock out when leaving.Falsifying time records or consistently failing to record shift time will be cause for disciplinary action. If you clock in or out on your cellphone you will be docked 15 minutes’ pay each time for violating policy. If your client is on their phone, you are picking them up without going into the house, the automated system states you do not have an assigned schedule, or there is any other difficulty using the phone clock-in system, YOU MUST CALL THE OFFICE IMMEDIATELY. Clocking in/out on your personal cell is not verification that you are with your client.

Promptness—Allow extra time to arrive at the client’s home, especially for the first visit. A caregiver who is late on the first visit immediately loses the client’s confidence.

  • If you are going to be late for your shift, call the office so that we can notify the client.
  • The office is willing to provide driving suggestions if requested.
  • Consistent tardiness is cause for disciplinary action and can lead to termination of employment.

Absenteeism—Accepting an assignment is a commitment on your part.

  • The office must be notified as soon as you realize you will not be able to work your shift.
  • Do not accept an assignment if you do not believe you will be able to work the necessary hours.
  • If a pattern of absences develops the employee will receive a written warning and/or be terminated.
  • NO CALL—NO SHOW will not be tolerated and is grounds for immediate dismissal from employment.

Obtaining Assignments —It is the caregiver’s responsibility to check in with the office weekly for new assignments. If the office attempts to contact you and the voicemail box is either full or not set up or we do not get a return call the same day, you will not be contacted for further assignments.

Time off Requests—Requests for unpaid time off must be made a minimum of seven days in advance.

Appearance—Always present a neat, clean, and well-groomed appearance. Scrubs are the preferred uniform unless noted otherwise.

  • Denim blue jeans are not permitted. Colored denim pants may be worn if neat and not tight.
  • Sandals or open-toe shoes are not allowed.
  • Do not wear workout clothes, tight or suggestive clothes, clothes with holes or patches, or t-shirts with logos or images that could distress a client.
  • Fingernails should be trimmed to avoid accidentally scratching a client.
  • Hair should be kept secured.
  • Because of the risk of client allergies, caregivers should not wear perfume or scented lotion to assignments.

Client Care—You will receive a written Care Plan for each client.

  • Read and follow the Care Plan.
  • Inform the office if changes in the client’s condition require a change in the Care Plan.
  • Accurately and legibly complete the Daily Activity Log for the client and submit to the office weekly.
  • Do not handle client medications. You may provide medication reminders only. If the client is having difficulty keeping track of medications, inform the office so appropriate action may be taken.
  • For a client medical emergency call 911 unless otherwise stated in the Care Plan for a hospice client. Always call the office after making an emergency call.

Daily Activity Logs—The State of Illinois requires a written record of all services provided by the caregiver every day. Blank logs are kept in the blue folder in each client’s house and are to be filled out every day by the caregiver on that day. Additional copies are mailed with paycheck stubs and are available on the company website. The caregiver who is with the client on Sunday or the day closest to Sunday must fax, mail, email, or drop off the week’s log at the office. Logs are due in the office each week by noon Tuesday.If your client’s Daily Activity Logs are not received on time you will no longer be eligible for direct deposit of your paycheck.You will have to bring your logs to the office to collect your check.

Inspiring Confidence—Many of our clients are hard of hearing, and when a caregiver speaks clearly from the first it is very reassuring. When meeting a client for the first time, introduce yourself with a smile and handshake. You should be prepared to give the client some information about your background, such as how long you’ve done caregiving work and why you enjoy doing it.

Transporting a Client in the Caregiver’s Car—Make sure your vehicle is presentable and senior-friendly. Your car represents Homewatch Caregivers just as you do.

  • You must provide the office with a copy of your auto insurance card and update it at each renewal.
  • Seatbelts must be worn by everyone in the car
  • Do not talk on your cell phone while driving.
  • Do not park too close to the curb, as that can make it harder for the client to get in and out of the car. Likewise, watch for ice, piles of snow, etc.
  • Keep a record of miles driven while the client is in the car and enter the mileage when clocking out from the client on the automated system.
  • You may not accept gas money from the client.
  • If you receive a moving violation while you are on company duty you must inform the office. You are responsible for handling your own tickets.
  • Report any accident that happens while you are on duty, regardless of how minor, to the office immediately.

Using the Telephone While on Duty—Caregivers may not use the client’s telephone for personal calls.

Cell phones should not be used for personal calls while with a client. This includes text messaging. Cell phones should be kept on vibrate or silent mode while on duty.If you need to return a call to the office while with a client, inform the client that you are returning an office call.

Scheduling—All schedule changes must be reported to and approved by the office, whether the change comes from the client or the caregiver.

Accepting Gifts or Money from Clients—Employees are not permitted to receive gifts or money from clients.

Accident in a Client’s Home—If you are injured or you break something in a client’s home, you must immediately inform both the client and the office and complete a Critical Incident Report.

Visitors—It is not permitted for a caregiver on duty to bring anyone else, including caregiver family members, to the client’s home.

Smoking—Thereis no smoking permitted in a client’s home or while on duty with a client.

Alcohol/Drugs—Use of alcohol or drugs while on duty are grounds for immediate termination.

Disciplinary Procedure—When a supervisor determines that an individual’s job performance or conduct needs to be addressed and corrected, any or all of the following steps may be used:

  • Verbal Warning: For minor performance or conduct problems, employees may be given an oral warning.
  • Written Notice: For repeated minor problems or for a more serious problem, an employee may receive a written disciplinary notice.
  • Suspension/Termination: An employee may be suspended pending an investigation of a serious performance or conduct issue. Gross misconduct, including improper care of a client, may be grounds for immediate termination of employment. Suspended or terminated employees may be required to leave company or client premises immediately.

Code of Ethics and Professional Responsibility

As a representative of Homewatch CareGivers, I agree to conduct myself according to the following principles:

  1. My first priority is the client and their family.
  2. I will present our services in a truthful and honest manner, treating clients as if they were members of my own family.
  3. I will acknowledge the importance of the client, their family, or their advocate in the development of the customized Care Plan.
  4. I will, to the best of my ability, meet the needs of the client, as they define them, by listening and responding appropriately.
  5. I will keep all client information strictly confidential in accordance with HIPAA Regulations (Health Insurance Portability and Accountability Act of 1996).
  6. I will care for clients with respect and dignity because I know my actions will have a positive impact, helping them stay in their homes longer.
  7. I will report any signs of neglect or abuse to my supervisor immediately.
  8. I will conduct myself with the highest standards of integrity, compassion and responsibility; because I know my actions have far-reaching effects on Homewatch CareGivers.
  9. I will make the “Golden Rule” my daily priority – treating others as I would have them treat me.
  10. I will be courteous and prompt in handling all questions and complaints, following Homewatch CareGivers policies and procedures.
  11. I will maintain my competency with continued education, improving my skills, knowledge, commitment, and attitude, to provide the best possible care.

Continuing Education and Annual Reviews

All active caregivers have access to Homewatch University, an on-line resource for caregiver training. To remain active, a caregiver must complete a minimum of 8 assigned courses each year before their anniversary date. Annual reviews are contingent upon completion of the required courses.

Universal Precautions

The term “universal precautions” refers to body substance isolation.

Hand washing: Caregivers should wash their hands upon entering the client’s home, before and after using gloves, when handling food, and when they are leaving the client.

  • Use liquid soap when possible
  • Scrub from fingertips to wrist, under fingernails and between fingers
  • Avoid wearing rings or jewelry
  • Lather and scrub for a minimum of 20 seconds (2 times singing “Happy Birthday”)
  • Dry hands with a paper towel and use the paper towel to turn off the faucets

Protective Gloves: Caregivers must use gloves whenever care for the client could result in contact with any bodily fluid such as blood, urine, feces, and/or mucus.

  • Gloves may be provided by the company or by the client
  • Inform the office if gloves are not available

Emergencies

Homewatch Caregivers does not provide medical care. In any emergency the caregiver’s first call should be to 911except in hospice cases. (see note below)

Emergencies can include, but are not limited to:

  • Fire
  • Falls
  • Stroke—one-sided body weakness, slurred speech
  • Bleeding or vomiting blood
  • Breathing difficulty
  • Unconsciousness/seizure
  • Sudden mental confusion or severe headache
  • Persistent pressure or pain, especially in chest or abdomen

The caregiver must use his/her best judgment to call 911 when the client is reluctant to seek help. If the emergency is not immediately life-threatening the caregiver may call the office to ask for direction.